Only for employees
Reorganization at KPN
Has KPN announced that your position is being eliminated, or have you received a dismissal proposal or departure arrangement?
Are you facing a reorganization at KPN? At a telecom company in constant change, from copper to fibre and from telephone contact to digital and AI-driven service, reorganizations recur with some regularity, each time at a different part of the business. This page explains your position under Dutch employment law before you sign anything.
Does this apply to you?
- Your position is being eliminated or your department is being restructured
- You have been declared redundant
- You have received a dismissal proposal or departure arrangement
- You are weighing an end-of-career scheme against leaving
- 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 come with short response deadlines. Have any proposal assessed before you agree to it.
The situation at KPN
KPN has been undergoing a far-reaching transition for years, from a traditional telecom company to a digital service provider. That transformation works through into its staff.
From copper to fibre
The rollout of fibre is well advanced and the old copper network is gradually being taken out of service. While the rollout continues there is plenty of work for the technical field service, but as it nears completion the nature and scale of that work change.
Digitalisation of customer contact
At the same time, customer contact is shifting to app, chat and AI-driven support. This mainly affects roles in customer service. Reorganizations at KPN therefore recur with some regularity, each time at a different part of the business.
KPN has not put out a single, coherent figure of jobs to be cut. For you, what matters most is what a reorganization means for your position in practice.
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 short
- A telecom company in constant transformation
- The move from copper to fibre
- Digitalisation and AI in customer contact
- Reorganizations recur and happen part by part
- An up-to-date social plan applies
- Have your situation assessed before you sign
Recurring reorganizations: what does that mean for you?
KPN is known for reorganizations that come round with some regularity. That calls for a different approach than a one-off, large redundancy round.
Which part of the business are you in?
Because reorganizations run part by part, it can matter which department you work in and how your job category is defined. The question is then not only whether your position is being eliminated, but also whether the selection and the definition are correct.
Two sides of the workforce
Demand for staff varies within KPN. For some technical and customer-service roles the work declines over time, while demand for IT and engineering roles remains steady. That can affect your chances of reassignment within the company.
Does a reorganization affect your position? Have your situation assessed before you agree.
What to watch for
- Which part of the business and job category you belong to
- Whether the definition of interchangeable positions is correct
- Your chances of internal reassignment
- Whether an offered role is genuinely suitable
- The terms of a departure proposal
How a KPN reorganization unfolds, step by step
A reorganization at KPN runs through the same phases each time, from the first announcement to a possible departure. In every phase there are moments where you can have something checked.
Which positions are eliminated and who is affected
KPN first establishes which positions disappear and which count as mutually interchangeable. Within such a group the order of redundancy does not lie with KPN: it is in principle set by the reflection principle, subject to the statutory exceptions to it.
Reassignment and support
Alongside the statutory reassignment obligation, KPN deploys a mobility programme to find other work within or outside the company. Dismissal may only come into play once it has been investigated whether a suitable position is available for you, also within a reasonable period and, where needed, after training. A redundancy notice is a step along the way in this process and not yet a final dismissal.
An offer or a procedure
If reassignment does not materialise, KPN usually offers you a departure through a settlement agreement; if you do not choose that, a dismissal application to the UWV may follow. In both cases it is wise to have the documents checked before you commit yourself.
A decision point in every phase
- At the announcement: request the social plan and your redundancy status
- If redundant: have the reflection principle and your job classification recalculated
- On reassignment: weigh whether an offered role is genuinely suitable
- On a departure offer: commit to nothing without legal review
What does this mean for you?
A reorganization at KPN follows the statutory rules for economic redundancy, supplemented by the collective agreement and the social plan. You have rights at each of these points.
Selection is bound by rules
KPN does not choose for itself who becomes redundant. Within interchangeable positions the order follows in principle from the reflection principle, subject to the statutory exceptions. If the definition or the classification is wrong, that can work in your favour.
Reassignment first
Dismissal may only come into view after KPN has investigated whether there is a suitable position for you, also within a reasonable period and, where needed, after training. The mobility programme is meant to support this. If that investigation has not been done seriously, a dismissal procedure does not always hold up.
Your compensation
If your employment ends on KPN's initiative, there is usually an entitlement to the statutory transition payment, unless the social plan or the scheme that applies to you offers a different or additional compensation. Have it recalculated whether the amount offered fits your years of service and salary.
The settlement agreement
A departure from KPN is almost always recorded in a settlement agreement. Only sign such an agreement once its content and its consequences for you have been assessed.
Social plan and end-of-career schemes
KPN and the trade unions have agreed a social plan for employees affected by a reorganization. According to the unions, that plan applies for the period until the end of 2027.
Reassignment and mobility
The social plan focuses on internal reassignment and on a mobility programme with support towards other work. Those who cannot be redeployed are usually eligible for compensation under the social plan or the statutory rules. How the support and the compensation work out for you depends on your position and years of service.
The schemes for older employees have changed
Important for those who are older or have long service: the generation pact, the RVU scheme and the 50% scheme lapsed on 1 January 2026 and were replaced by the KPN Vitality Scheme and the KPN End-of-Career Scheme. If you are close to your pension, it can matter which scheme now applies to you and how it compares to a departure arrangement.
Are you weighing an end-of-career scheme against leaving? Have your options assessed before you choose.
What to watch for
- The length of the support and the mobility programme
- The amount and the calculation of your compensation
- Which end-of-career scheme now applies to you
- The consequences for your pension
- The end date and the final discharge in the agreement
What you can do now
If a reorganization at KPN affects your position, take the steps below before you put down a signature. The sooner you know where you stand, the more time there is to have something checked.
- Request the social plan, the collective agreement and your own proposal in writing
- Have it checked whether the reflection principle and your job classification are correct
- Consider whether an offered role is genuinely suitable for you
- If you are close to your pension, bring the end-of-career scheme and your pension into the weighing-up
- Do not sign a settlement agreement before it has been legally assessed
Is there a dismissal proposal or a settlement agreement from KPN? Put it before us before you make a final choice.
In which cases should you contact us?
- There is a settlement agreement on the table
- Your position is disappearing or you have been declared redundant
- You doubt whether the compensation or the reassignment offer is correct
- You are comparing an end-of-career scheme with leaving
- You have only a few days left to respond
Frequently asked questions
What KPN staff ask us most often during a reorganization.
Have you received a dismissal proposal or settlement agreement? Put it before us for review.
KPN reorganizes so often. Does objecting still make a difference?
Yes. Even when KPN reorganizes more often, the rules for the reflection principle and reassignment keep applying in every round. Whether they have been applied correctly in your case can differ per department and per round, so have your own situation assessed independently of that.
Will I receive compensation?
If your employment ends on KPN's initiative, there is usually an entitlement to the statutory transition payment, unless the social plan or the scheme that applies to you provides a different or additional compensation. What applies in your case depends on the arrangement and on your years of service and salary.
I am close to my pension. What has changed?
The generation pact, the RVU scheme and the 50% scheme were replaced on 1 January 2026 by the KPN Vitality Scheme and the KPN End-of-Career Scheme. Which scheme is most favourable for you depends on your age, years of service, pension and your personal and financial situation; have the options set side by side.
What if I am declared redundant?
A redundancy notice is a step along the way and does not yet mean your dismissal is settled. If the reflection principle has been applied incorrectly or the reassignment has gone poorly, that can strengthen 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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