Only for employees
Reorganization at ING
Has ING announced that your position is being eliminated, or have you received a dismissal proposal or departure arrangement?
Are you facing a reorganization at ING? The bank is reducing roles through digitalization and the use of artificial intelligence, and leaving can affect your pension. This page explains your position under Dutch employment law, also for highly skilled migrants and internationals working at ING.
Does this apply to you?
- Your position is being eliminated
- You have been declared redundant
- You have received a dismissal proposal
- A social plan applies
- 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. Reorganizations often involve short response deadlines. Have a proposal assessed before you agree.
The situation at ING
ING has kept reorganizing in recent years, mainly through digitalization and the use of artificial intelligence. For employees this means uncertainty about their position.
Collective dismissal notification
In October 2025 ING filed a collective dismissal notification with the trade unions and the UWV. According to the unions it concerned around 950 positions expiring through the end of 2026. Such a notification is an intended number of positions, not a fixed number of dismissals; the unions pointed this out at the time.
ING gave as its reasons further digitalization, the centralization of processes and the use of artificial intelligence.
A social plan applies
For employees affected by a reorganization, the unions have agreed a social plan with ING, containing arrangements on support, reassignment and compensation. Whether and how that plan applies to you differs from case to case.
The figures and arrangements 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
- ING is reorganizing, among other things through digitalization and AI
- In October 2025 it filed a collective dismissal notification (WMCO)
- A social plan applies to affected employees
- Being redundant does not automatically mean your dismissal is justified
- Have any offered departure arrangement or settlement reviewed first
- Have your situation assessed before you sign
How does a reorganization at ING work?
A reorganization at ING follows a set path, from the collective dismissal notification to a possible departure. At almost every step there are moments where you can steer the outcome.
Announcement and notification
ING announces a reorganization and, if enough employees are involved, files a collective dismissal notification with the unions and the UWV. This is often accompanied by a reference to the applicable social plan.
Which positions expire and who is affected
ING first establishes which positions disappear and which roles are mutually interchangeable. Within those interchangeable roles the reflection principle in principle indicates who becomes redundant, subject to statutory exceptions. So ING does not itself choose which employees are put forward.
Reassignment and offer
ING may only put you forward for dismissal after examining whether there is a suitable position for you, if necessary after retraining and within a reasonable period. This is often followed by an offer to leave through a settlement agreement, or otherwise a dismissal request to the UWV.
Where you can steer
- At the notification: ask for the ING social plan and your status
- At redundancy: have the reflection principle recalculated
- At a departure proposal: have it reviewed before you respond
- In a UWV procedure: mount a defence or discuss an arrangement
What does this mean for you?
A reorganization at ING follows the same statutory rules as a reorganization dismissal. On each of these points you have rights.
The social plan
The social plan often sets your compensation and support. Depending on the content of the plan and your personal situation, there may be room for additional arrangements.
The reflection principle
ING does not itself decide who becomes redundant. Within interchangeable roles the reflection principle in principle sets the order, subject to statutory exceptions. A mistake in applying it can strengthen your position.
Reassignment
Before you can be dismissed, ING must examine whether there is a suitable position for you. If that has not been done seriously, the UWV may refuse permission or a dismissal procedure may fail.
Departure arrangement or settlement
Often an offer follows to leave through a settlement agreement. Such an agreement records your departure and the final discharge; have its content reviewed before you sign.
Reassignment and the mobility phase at ING
At ING, internal mobility is often an important part of the social plan. Leaving is not always the first step.
First a search for other work
If your position becomes redundant, ING usually first offers a reassignment or mobility phase. During that period you are helped, with support, to find other work, inside or outside ING. Only if reassignment does not succeed does departure come into view.
Oversight of the social plan
Within ING's social plan, a committee (the job security committee, werkzekerheidscommissie) oversees the correct application of the arrangements. If you disagree with a decision about your reassignment or redundancy, you can put your situation to it. We can support you in doing so.
Why the mobility phase matters
- A genuine reassignment effort can prevent dismissal
- The duration and content of the phase are often set in the plan
- A deficient reassignment strengthens your position
- You can put a decision to the committee
Specific points to watch at ING
Besides the ordinary rules, a few points at ING can make a financial difference for you.
Pension compensation and the timing of departure
Around the transition to the new pension scheme, it was reported that employees who leave at an unfavourable moment can miss out on compensation (among others NOS, May 2026). As far as known when this page was updated, it was not yet certain whether and how this would be resolved. The timing and terms of your departure can therefore affect what you receive.
The room within a social plan
Depending on the social plan, there may be room for additional arrangements, for example through a hardship clause, through individual agreements or in the case of a voluntary departure. This is not a given and depends on your situation.
Not sure whether you are getting what you are entitled to? Have your proposal assessed before you sign.
What to watch for
- The moment your employment ends
- Consequences for your pension and any compensation
- The amount and build-up of your compensation
- Whether the reflection principle and reassignment were applied correctly
- The final discharge and any clauses in the agreement
Voluntary departure or redundancy?
Two situations are often confused, while your position differs materially between them.
Voluntary departure
With a voluntary departure, ING offers you the option to leave of your own accord, usually through a settlement agreement. You are not obliged to accept. Have the parts of such a proposal reviewed, such as the compensation, the end date, a release from work, a non-compete clause and the consequences for your pension, before you decide.
Redundancy
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. We check whether the reflection principle is correct and whether reassignment was seriously examined. A flaw in it can strengthen your negotiating position.
Every situation is different. An individual assessment can show whether ING is applying the rules correctly. Have your situation assessed.
How we stand beside you
- We go through your proposal and the ING social plan with you
- We check whether the reflection principle is correct and whether reassignment has been seriously explored
- We review the amount of your compensation and the final discharge
- We watch the consequences for your pension and the moment of departure
- We stand solely on your side, never on that of the employer
What you can do now
If you become redundant at ING or there is a departure proposal, take these steps before you sign. The sooner you know where you stand, the more firmly you can take them.
- Ask for the full offer and the social plan in writing
- Do nothing under time pressure and ask for time to consider
- Check whether the reflection principle and the reassignment are correct
- Watch the end date and the consequences for your pension
- Do not sign a settlement agreement without having it assessed
Have you received a dismissal proposal or settlement agreement from ING? Send it to us for assessment before you make a final decision.
When to reach out
- There is a settlement agreement or departure proposal
- Your position is being eliminated or you are redundant
- You are unsure about your compensation or your pension
- You have to respond within a few days
Frequently asked questions
These are questions ING staff often put to us.
Have you received a departure proposal or settlement agreement? Put it to us.
Am I obliged to accept the departure arrangement?
No. An offer to leave is not an obligation. If you do not agree, the ordinary rules apply in a dismissal procedure, such as the reflection principle and reassignment.
Do I receive compensation?
On a termination at ING's initiative there is usually an entitlement to compensation, often based on the social plan. The amount depends on the plan and on your personal situation.
Can I miss out on pension compensation if I leave now?
Around the pension transition it was reported that the timing of departure can make a difference. Have your situation assessed before you make arrangements.
What if I am declared redundant?
Redundancy is an intermediate step, not a fixed dismissal. If the reflection principle is wrong or the reassignment is deficient, that can change your position.
How much time do I have to decide?
Do not let yourself be pressured into signing immediately. Ask for time to consider. If you sign a settlement agreement, a statutory reflection period also applies.
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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