Notice periods for dismissal: what changes are coming?

Current situation

Currently, the length of the notice period is determined on the basis of a number of factors:

• The employee's length of service;

• The date of commencement of employment with the employer, i.e. before or after 1 January 2014;

• Who gives notice: the employer or the employee.

In the event of resignation by the employee, a maximum period of 13 weeks already applies (applicable to employees with a minimum length of service of 8 years within the company). However, in the event of dismissal by the employer, the notice period is not limited and can therefore be considerably longer for employees with a long length of service.

The situation from 1 January 2026

For employment contracts concluded from 1 January 2026 onwards, a maximum notice period of 52 weeks will apply in the event of dismissal by the employer. Please note: due to the link with seniority, this change will only be noticeable from 2043 onwards, when the first employees concerned will have had a long career with the same employer.

In addition, the Summer Agreement provides for a shortened notice period of one week in the event of dismissal during the first six months of a permanent contract. It does not matter who initiated the dismissal, the employee or the employer.

Impact on employers and employees

For employers: the measures should ensure greater predictability in dismissal costs. In the long term, this will also mean cost savings when dismissing employees with long service.

For employees: as long as an employee remains employed under their current employment contract, nothing will change. If an employee enters into a new employment contract after 1 January 2026, the new rules must be taken into account. On the one hand, there is the shorter notice period of one week during the first six months and, on the other hand, a limited notice period of up to 52 weeks in the event of dismissal by the employer.

Want to know more?

The Government and Summer Agreement contains even more social and legal reforms aimed at making the labour market more flexible. Curious about what else has been announced? Be sure to keep an eye on our articles, because in the coming weeks we will be highlighting other planned reforms.

An overview of the articles published on the Summer Agreement can be found here.

Questions about the impact on your organisation? Our legal experts are happy to help you. Please contact us using the form below.