What happens if, in the future, I am at risk of losing my job due to, for example, a reorganisation or downsizing? The Social Plan sets out the rights and obligations of both you as an employee and Radboud University as your employer in the event of job loss. The aim of the Social Plan is to prevent redundancies as much as possible, and it forms part of Radboud University’s employment conditions.
The Social Plan applies to all Radboud University employees who become redundant as a result of:
- a reorganisation,
- an organisational change, or
- the discontinuation of a position.
The new arrangements for the 2026 -2028 Social Plan build on the Social Plan that applied up to and including December 2025. In addition, there are several enhancements, which are explained below
Salary retainment
1. When you find a suitable position one salary scale lower, you will retain the salary associated with your original position, including periodic increases up to the maximum of your original scale.
2. This salary retainment also applies if you find a suitable position that has five working hours fewer than your original position. From a loss of five working hours per week onwards, you are in principle entitled to unemployment benefits (WW).
3. The salary retainment is unlimited in duration.
4. If you find work outside the university, your salary will be supplemented up to your original salary. This applies for a minimum of 18 months, but may be longer depending on the individual situation.
Reimbursement of legal costs
1. Costs for legal advice will be reimbursed up to €1,500 excluding VAT.
(Re)placement committee
1. A committee will be established for the (re)placement of employees into a suitable position. The purpose of this committee is to ensure that the (re)placement process runs smoothly and that employees receive timely clarity whenever they believe the process has not proceeded properly.
Premobility
In some cases, it may already be known at an early stage that a reorganisation will take place, even though the formal consultation and decision-making procedures have not yet been completed. In such situations, it may nevertheless be desirable for employees to prepare for upcoming changes. Employees may therefore claim certain premobility rights, such as reimbursement of legal costs, travel expenses, and career counsellin
Agreement on the 2026 - 2028 Social Plan
The agreement is currently pending formal approval by the trade unions’ constituency. Once this process is completed, it will become clear whether the agreement is final. Shortly afterwards, the full text of the new Social Plan will be published on Radboud University’s website.
If you have questions about the Social Plan, please contact your HR advisor.
Would you like to contribute to the content of the Social Plan in the future? Then consider joining a trade union.
