Severance Calculator

€ 49 / calculation

v1.0.0 · vintage client-2026-07

1 · Employment

Calculated per art. 7:673 DCC (WAB) · Salary base art. 2–3 Besluit loonbegrip · Rules effective 1 January 2020. The date of birth is only needed for the (non-statutory) kantonrechtersformule.

Start date *

First day of employment (consecutive contracts with the same employer count through).

End date *

Date the employment contract ends; must be after the start date.

Date of birth

Optional — only needed for the kantonrechtersformule (age weighting per half-year of service).

Explanation

The kantonrechtersformule was used by Dutch employment courts before 2015 as a guideline for severance awards. It is no longer a statutory entitlement — that role is now fulfilled by the transitievergoeding. Lawyers and HR professionals sometimes use it as a reference point when negotiating settlement agreements.

2 · Salary (loonbegrip)

The base is the monthly salary per the statutory salary base: base pay + holiday allowance (8%) + fixed annual components ÷ 12 + averaged variable pay.

Gross monthly salary *

€

Fixed gross monthly salary excluding holiday allowance and supplements.

Explanation

Salary base (art. 2–3 Besluit loonbegrip): the base for the transitievergoeding includes fixed monthly salary, 8% holiday allowance, fixed annual payments such as a 13th month (÷ 12), and averaged variable pay: bonuses/profit-sharing averaged over the preceding 36 months, and overtime/shift allowances averaged over 12 months. Enter these amounts for an accurate calculation.

Monthly salary € 4,000 with holiday allowance and a € 4,000 13th month: 4,000 + 320 + 333.33 = € 4,653.33 per month.

13th month / year-end bonus

€

Gross, annual — divided by 12.

Average variable pay

€

Per month, pre-averaged (bonus/profit-sharing over 36 months; overtime/shift allowance over 12 months).

3 · Notice period & correction factor

The payment in lieu of notice (art. 7:672(11) DCC) is only due when the notice period is not observed; correction factor C applies to the kantonrechtersformule only.

Correction factor C (kantonrechtersformule)

Neutral = 1.0. Lower when the employee is culpable, higher when the employer is (0 – 9, steps of 0.1).

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