ASML and Dutch trade unions have reached a preliminary agreement on a social plan following a period of constructive dialogue. The company welcomes the deal as a vital step in providing clarity for employees affected by its ongoing transformation. Union members will now vote on the proposal, a process expected to take several weeks.
Since announcing its technology transformation on 28 January, ASML has worked with the Netherlands Works Council and four key unions: FNV, CNV, De Unie, and VHP2. A social plan is a standard requirement in Dutch reorganisations. It outlines the support available to redundant staff and the conditions under which they may leave the company. Cristina Monteiro, ASML’s Chief Human Resources Officer, described the agreement as fair and a positive outcome for those potentially affected.
The plan’s primary goal is to avoid forced redundancies. ASML has committed to helping staff find new roles within the company or through its external network. Key features of the proposal include:
Mobility and employment guarantees
Affected staff will receive coaching and outplacement support through a dedicated Mobility Centre. The agreement includes a nine-month employment guarantee from the moment a role is made redundant. Employees involved in the Tech and IT transition may remain employed until 30 April 2027.
Financial and legal support
The proposed severance pay is one month of salary for every year of service. According to data from the employers’ association AWVN (Algemene Werkgeversvereniging Nederland), this is higher than the typical Dutch market rate. To make finding a new job easier, the company will also relax non-compete and non-solicitation clauses.
International and voluntary schemes
Staff without an EU nationality who must leave the Netherlands after their employment ends will receive repatriation support. The plan also introduces a voluntary departure scheme, allowing some employees to leave by choice to create space for colleagues who wish to stay.
While the agreement marks significant progress, the transformation cannot proceed until two conditions are met. First, the unions must formally sign the social plan. Second, the company is still awaiting final advice from the Dutch Works Council regarding the Tech and IT transition.
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