Only for employees
Reorganization at ASML
Has ASML announced that your position is being eliminated, or have you received a dismissal proposal or departure arrangement?
Are you facing a reorganization at ASML? Roles are disappearing despite a record year, and if you are an international your residence permit matters too. This page explains your position under Dutch employment law, especially for highly skilled migrants and internationals working at ASML.
Does this apply to you?
- Your position is being eliminated
- You have been declared redundant
- You have received a dismissal proposal
- You work as an international or highly skilled migrant
- You have received a settlement agreement
Why employees turn to ReorgLegal
ReorgLegal specialises in reorganizations and works solely for employees, never for employers. We assess your proposal and stand beside you.
Do not wait too long. A reorganization often involves short deadlines, and for internationals the residence permit clock runs alongside. Have a proposal assessed before you agree.
The situation at ASML
ASML is not reorganizing out of financial distress. The company is in fact growing, and reported a record result for 2025. The reorganization is intended to speed up innovation by reducing management layers and overhead.
From announcement to agreement
In early 2026 ASML announced that it wanted to cut around 1,700 positions worldwide, of which around 1,400 in the Netherlands, mainly in the engineering and IT organization.
Under the arrangements with the trade unions (June 2026), there will in principle be no forced dismissals until 1 May 2027. ASML first examines whether redundant employees can work elsewhere within the company. As a result, the number of forced dismissals is much lower than initially announced.
Metalektro collective agreement and a social plan
ASML falls under the Metalektro collective labour agreement (cao). For employees who are affected, the unions have agreed a social plan with ASML, with a reassignment track, support and compensation.
The situation around a reorganization can change. This page was last updated in July 2026; the facts shown apply as far as known at that time.
In brief
- Reorganization during growth, not out of crisis or AI cost saving
- Aim: fewer management layers and less overhead
- Under the social plan, in principle no forced dismissals until 1 May 2027; reassignment first
- ASML falls under the Metalektro cao; a social plan applies
- For internationals, the residence permit and 30% ruling matter
- Have your situation assessed before you sign
The ASML process, step by step
The process at ASML runs through several phases, from the announcement to a possible departure. In each phase there are points where you can have your position assessed.
Redundancy and reassignment
ASML first establishes which positions will expire and which positions are mutually interchangeable. If you become redundant, that is an intermediate step and not a settled dismissal. Under the social plan, ASML first examines whether there is suitable work for you inside or outside the company, within a reasonable period and, where needed, after retraining, with support and outplacement.
The moratorium gives you time
Because, under the arrangements, there are in principle no forced dismissals until 1 May 2027, you have more time than in many other reorganizations. You can use that time to have your position and your options properly assessed.
Offer or procedure
If the reassignment inquiry yields nothing, ASML usually offers a departure through a settlement agreement. If you cannot reach agreement together, a dismissal request to the UWV may follow.
Where you can steer
- As soon as ASML announces the reorganization: ask for the social plan and your own position
- On a redundancy notice: have the reflection principle and the role selection recalculated
- Before you sign anything: have the proposal assessed legally first
- As an international: safeguard the search period of your residence permit
What does this mean for you?
Even during a reorganization, ASML remains bound by the statutory rules for dismissal for economic reasons. On each of the points below you can have it checked whether that is actually happening.
Objective selection
Within interchangeable roles, ASML does not itself decide who becomes redundant. The reflection principle in principle sets that order, subject to the statutory exceptions.
Reassignment first
Dismissal only comes into view after ASML has examined whether there is a suitable position for you, within a reasonable period and, where needed, after retraining. If that inquiry is missing, a dismissal procedure often does not hold up.
Your compensation
If you leave at the employer's initiative, you are usually entitled to the statutory transition payment, unless the social plan provides a different or additional payment. Have it calculated which scheme applies to you and whether the amount is correct.
The settlement agreement
A departure by mutual consent is usually recorded by ASML in a settlement agreement. Have its content and consequences assessed before you put your signature to it.
Do you work at ASML as an international or highly skilled migrant?
A large share of ASML's staff comes from abroad. For them, a dismissal has consequences that go beyond the compensation alone.
Your residence permit and the search period
If you lose your job as a highly skilled migrant, you have a period to find new work: in principle three months, or six months if you have held the residence permit for two years or longer. That period starts on the day your contract ends. The rules and time limits for highly skilled migrants change regularly; the exact duration depends on the immigration rules in force and on your permit. If you do not find a new recognized sponsor within that period, this can affect your right of residence and the IND may withdraw your residence permit.
The end date in your settlement agreement is therefore extra important for you. A dismissal as an expat requires careful alignment of these deadlines.
The 30% ruling
The 30% ruling in principle applies to your salary, not to a severance payment. The tax treatment depends on the nature of the payment and the applicable tax rules. Bear in mind that your compensation may be fully taxed. Have this calculated in advance, so you know what you will keep net.
Are you working here on a highly skilled migrant permit? Have your situation assessed before you sign.
Points to watch for internationals
- Your residence permit search period (3 or 6 months)
- The end date in your settlement agreement
- The consequences for the 30% ruling
- The residence status of your partner and family
- Whether a new employer is a recognized sponsor
Voluntary departure, redundancy and your shares
At a high-tech employer like ASML, besides your salary there are often bonuses and shares in play. These also deserve attention on your departure.
Voluntary departure or redundancy
With a voluntary departure you leave by mutual consent, usually through a settlement agreement. If you are declared redundant, your position has expired and you have been selected via the reflection principle. That does not mean your dismissal is a foregone conclusion; a flaw in the reflection principle or the reassignment can strengthen your negotiating position.
Bonuses and shares
Shares that have not yet vested (RSUs) can lapse on dismissal, depending on the share plan, the vesting conditions and the reason for termination. The same applies to a bonus. What you keep depends on the arrangements and on what you agree. We also look at your shares and RSUs on departure.
Every situation is different. An individual assessment can show whether ASML is applying the rules correctly. Have your situation assessed.
How we support you
- We assess your proposal and the scheme that applies to you
- We check the reflection principle and whether reassignment was genuinely explored
- We review your compensation, your shares or RSUs and the terms
- We watch your residence permit, the 30% ruling and the search period
- We act solely for you as an employee, never for ASML
What you can do now
If the reorganization at ASML affects you, take the steps below before you sign anything. The sooner you know where you stand, the more options remain open.
- Ask for the full offer and the social plan in writing
- Check whether the reflection principle and the reassignment are correct
- Watch the end date, your residence permit and the 30% ruling
- Find out what happens to your bonus and shares
- Do not sign a settlement agreement without having it assessed
Have you received a dismissal proposal or settlement agreement from ASML? Send it to us for assessment before you make a final decision.
When is contact worthwhile?
- ASML has put a settlement agreement to you
- Your position is being eliminated or you are redundant
- You are an international and risk losing your job
- You are unsure about the compensation, your RSUs or the 30% ruling
- The proposal carries a short response deadline
Frequently asked questions
These are the questions ASML employees most often put to us in practice.
Have you received a dismissal proposal or settlement agreement from ASML? Put it to us for assessment.
I am a highly skilled migrant and lose my job. How much time do I have?
In principle three months, or six months if you have held the residence permit for two years or longer. That period starts on the end date of your contract, so the end date in your agreement matters.
Does the 30% ruling also apply to my severance payment?
In principle no; the ruling applies to your salary, not to the compensation. The net outcome depends heavily on your personal situation; also seek tax advice on this.
What happens to my shares or RSUs?
Shares that have not yet vested can lapse on dismissal, depending on the terms. Have this included in the assessment.
What if I am declared redundant?
Redundancy is an intermediate step and not a settled dismissal. If the reflection principle is incorrect or the reassignment has not been sufficiently examined, that strengthens your position.
Received a settlement agreement? Get a free review.
Upload your agreement and we will assess your situation, free and without obligation. On business days we respond within 1 hour. Your legal fees are usually covered by your employer.
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