Only for employees
Reorganization at Jumbo
Is your position at Jumbo disappearing, is your distribution centre closing, or is there a departure proposal on the table?
Are you facing a reorganization at Jumbo? The family business from Veghel is scaling back after years of rapid growth: the head office has been simplified, the distribution centres are being automated and merged, and the delivery hubs have been reorganized too. This page explains your position under Dutch employment law, which applies to everyone working in the Netherlands. What applies to you depends heavily on where you work: in the store, in a distribution centre or at head office. Before you sign, it is wise to know your rights and whether the offer does justice to your situation.
Does this apply to you?
- Your head office role is disappearing or changing
- Your distribution centre is closing or being automated
- You have been declared redundant or that is looming
- You work in the store, in logistics or at head office
- You have received a departure proposal or 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 come with short response deadlines. Have any proposal assessed before you agree to it.
The situation at Jumbo
Jumbo grew fast for years and is now scaling back to a simpler and more efficient company. That movement affects different parts of the organization.
A simplified head office
At the head office in Veghel the organization has been simplified because it was felt to have become too complex after a series of acquisitions. At the announcement in 2024, around 500 positions disappeared, of which about 150 returned in a new form. Part of the support tasks was also outsourced. Under new leadership and with a stronger focus on the Netherlands, Jumbo is continuing on that course.
Distribution and delivery change too
In logistics the work is shifting to new, heavily automated distribution centres. The outdated fresh-produce centre in Veghel closed in early 2025 and the work moved to the mechanized centres in Nieuwegein. The delivery hubs have also been reorganized, with consequences for team leaders among others.
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 short
- Head office Veghel simplified; in 2024 around 500 roles cut, about 150 new
- Part of the support tasks outsourced
- Distribution centres being automated; the Veghel fresh centre closed
- Work moved to the mechanized centres in Nieuwegein
- Delivery hubs reorganized
- Have your situation assessed before you sign
Store, distribution centre or head office
At a supermarket business like Jumbo the staff sit in three very different worlds. Your rights, and the way a reorganization affects you, differ per place.
In the store
Store staff often work part-time, sometimes on small contracts. If your store closes or the staffing changes, that can lead to reassignment to another store or to a reduction of your hours. A reduction of hours can, depending on how it is carried out, amount to a partial dismissal, sometimes with a right to partial compensation.
In the distribution centre
In logistics the work is changing through automation. If your distribution centre closes or the work moves to a mechanized centre, reassignment to another location comes into view. Whether an offered move is suitable depends among other things on the travel distance, your role and whether new, more technical tasks suit you.
At head office
At head office it is more often a matter of classic redundancy: a role disappears or is set up differently. Then the reflection principle, the reassignment investigation and, in the case of outsourcing, the question of whether your work and your rights transfer to another party all come into play.
Not sure which rules apply to your place? Have your situation assessed before you sign anything.
What to watch for
- Which collective agreement applies to you: store or logistics
- Whether a reduction of hours amounts to a partial dismissal
- The travel distance if reassigned to another centre or store
- Whether, in the case of outsourcing, your work and rights transfer
- The terms of a departure proposal
How a reorganization at Jumbo unfolds
If your position disappears or your location closes, the reorganization goes through a number of fixed steps. At each moment there is something to check.
The decision and the works council
Jumbo first puts a proposed reorganization to the works council, which issues advice on it. If the reorganization affects many employees at once, the rules on collective dismissal may come into play. They only require a notification to the UWV and consultation with the trade unions once the conditions of the law are met, in particular when the number of intended dismissals within a working area and a given period exceeds the statutory threshold.
The selection and the reflection scope
Who becomes redundant is not Jumbo's free choice. Where positions are mutually interchangeable, the reflection principle designates the order in principle, subject to the statutory exceptions such as indispensable employees. Which unit the reflection is calculated over depends on the organizational set-up of the company and on the application of the Dismissal Regulation (Ontslagregeling). That may be per location, but it need not be. That is precisely why it matters how your job group and the reflection scope have been defined.
Reassignment and offer
Redundancy is not yet a dismissal but an intermediate step. Before a departure comes into view, Jumbo must check whether there is a suitable position for you, if necessary after retraining and within a reasonable period, possibly at another store or centre. If none is available, Jumbo usually proposes a departure via a settlement agreement, or otherwise files a dismissal application with the UWV.
At every moment there is something you can do
- Request the collective agreement, the social plan and your personal proposal in writing
- If you become redundant, have it recalculated how your job group and the reflection scope have been defined
- Assess an offered role on level and travel distance
- Do not sign any arrangement without having it reviewed first
What does this mean for you?
A reorganization at Jumbo follows the statutory rules for a reorganization dismissal, supplemented by the applicable collective agreement and any social plan. You have rights at each of these points.
Objective selection
Who becomes redundant is not for Jumbo to choose freely. Within interchangeable positions the reflection principle designates the order in principle, subject to the statutory exceptions. Which unit the calculation is made over depends on the set-up of the company and the Dismissal Regulation; an incorrect definition of the reflection scope can affect your position.
Reassignment across locations
If your location closes, dismissal may only come into view after it has been investigated whether there is a suitable position for you, if necessary after retraining and within a reasonable period, including at another location. A move to another distribution centre or store must genuinely be suitable, given travel distance and role.
Your compensation
If your employment ends on Jumbo's initiative and reassignment does not succeed, you are usually entitled to the statutory transition payment. If a social plan provides an additional or different arrangement, it generally comes on top of that, unless the law makes an exception. If you work part-time, also have the calculation over your hours checked.
The settlement agreement
Almost every departure is recorded in a settlement agreement. It sets out your end date, the compensation and the final discharge, and its wording partly determines whether your unemployment benefit rights survive. Have the document reviewed before you sign.
Two collective agreements and the social plan
At Jumbo your terms-of-employment framework depends on where you work. That partly determines which arrangements apply to you in a reorganization.
Store or logistics
If you work in the store, you usually fall under the collective agreement for supermarkets. If you work in logistics, the separate Jumbo Logistiek collective agreement applies. The trade unions FNV and CNV are involved in these. The difference matters, because your rights in a redundancy derive partly from the applicable collective agreement.
What the social plan arranges
A social plan usually sets out how redundancy is cushioned, with arrangements on guidance, reassignment and compensation. The precise content of the plan that applies to a reorganization at Jumbo is not fully public. So request the plan that applies to your situation in writing and have it explained what it concretely means for you.
Not sure what the social plan offers you? Have your situation assessed before you agree.
What to watch for
- Which collective agreement applies to your role
- Which social plan applies to your reorganization
- The length of the support and the mediation towards other work
- The amount and the calculation of your compensation
- The end date and the final discharge in the agreement
What you can do now
If your role or your location at Jumbo is affected by the reorganization, make sure you know your own position before you agree to anything. The earlier you know where you stand, the more you can steer.
- Request the correct collective agreement, the social plan and your personal proposal in writing
- Have it checked whether the reflection principle and the definition of the reflection scope have been applied correctly
- If many dismissals happen at once, check whether the rules on collective dismissal apply and have been followed
- Have the compensation recalculated, also if you work part-time
- Do not put your signature to a settlement agreement before it has been reviewed
Is there a departure proposal or a settlement agreement from Jumbo on the table? Let us review it before you decide for good.
When should you involve us?
- You have received a departure proposal or settlement agreement
- Your store or distribution centre is closing or being merged
- Your hours are being reduced or your role is changing
- You doubt whether the reflection principle and the compensation are correct
- Your response deadline is running and you want clarity quickly
Frequently asked questions
These are questions Jumbo staff bring to us in practice.
Do you have a departure proposal or settlement agreement from Jumbo in hand? Let us review it.
Do I fall under the supermarket agreement or the logistics agreement?
That depends on where you work. Store staff usually fall under the collective agreement for supermarkets, while logistics has its own Jumbo Logistiek agreement. Which one applies to you partly determines your rights in a reorganization. If in doubt, have your situation assessed.
My distribution centre is being automated or closing. What now?
If the work moves to another centre, Jumbo must first investigate whether there is a suitable position for you, possibly at the new location. A move must be suitable, given travel distance and the type of work. If reassignment does not succeed, compensation usually comes with it.
I work part-time in the store. Can I simply lose hours?
A reduction of your hours may not simply be imposed unilaterally. Depending on how it is carried out, it can amount to a partial dismissal, for which partial compensation sometimes applies. So have a proposal to give up hours reviewed first.
Many colleagues are leaving at once. Does that change my position?
If many roles fall away in a short period, the rules on collective dismissal may come into play. Whether they do depends on the statutory conditions and threshold. If they apply and the requirements around notification and consultation have not been followed carefully, that can strengthen your position.
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