Notice Of Intention To Leave Template for the Netherlands

When you decide to leave your job in the Netherlands, you need to formally notify your employer through a Notice of Intention to Leave. This document is more than just a courtesy—it's a legal requirement under Dutch employment law that protects both you and your employer during the resignation process. The notice serves as official documentation of your intention to terminate your employment contract and triggers important legal obligations and timeframes.

When do you need this document?

You must submit a Notice of Intention to Leave whenever you want to voluntarily end your employment relationship in the Netherlands. This applies whether you're leaving for a new job opportunity, pursuing education, starting your own business, or any other personal reason. The document is required regardless of your position level, from entry-level roles to executive positions. If you hold a position that falls under the Works Councils Act, additional consultation requirements may apply. You'll also need this notice even if you've already discussed your resignation informally with your manager, as Dutch law requires written confirmation to make the resignation legally valid.

Key legal considerations

The most critical aspect of your resignation notice is timing. Under Article 7:672 of the Dutch Civil Code, you must provide adequate notice based on your employment duration and contract terms. Generally, notice periods range from one month for employees with less than five years of service to four months for those with fifteen years or more. Your employment contract or applicable Collective Labor Agreement (CAO) may specify different notice periods, and you must comply with whichever is more favorable to your employer. The notice period begins the day after your employer receives the written notice, not when you submit it. Include your specific last working day in the document to avoid confusion. Remember that during your notice period, you remain bound by all employment obligations, including confidentiality and non-compete clauses if applicable.

Legal requirements in Netherlands

Dutch employment law requires your resignation to be submitted in writing to be legally valid—verbal resignations alone are insufficient. The notice must clearly state your intention to terminate your employment contract and specify your intended last working day. Include your full name, employee identification number if applicable, current position, and department details. Address the notice to your direct manager, HR department, or as specified in your employment contract. Under GDPR regulations, be mindful of any personal data included in the notice. If your role involves access to confidential information or if you're bound by a non-compete clause, acknowledge these obligations in your notice. Some employers may require you to return company property, complete specific handover procedures, or participate in exit interviews as part of the resignation process. Keep a copy of your submitted notice and obtain written acknowledgment from your employer when possible to maintain clear documentation of the resignation timeline.