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Reorganization at NXP
Is a reorganization affecting your role at NXP, or is there a departure proposal on the table?
This page explains your position under Dutch employment law, which applies to everyone working in the Netherlands, including highly skilled migrants and internationals in the Brainport region. NXP is a chipmaker of Dutch origin, born out of Philips, with sites in Eindhoven and Nijmegen among others and a major role in the Brainport region. Unlike a machine builder, NXP makes the chips itself, and the demand for them moves strongly with the market for cars and industry. That cycle partly explains why a semiconductor company sometimes reorganizes when headwinds hit. What that means for you depends on your role, the applicable collective agreement and any social plan. If you work at ASML, see our page on reorganization at ASML.
Does this apply to you?
- Your role in R&D, production or a supporting service is affected
- Your site in Eindhoven or Nijmegen is reorganizing
- You have been declared redundant, or you fear it is heading that way
- You hold a highly skilled migrant permit
- NXP is offering you a departure arrangement 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 NXP
At NXP the need for staff is tied to the demand for chips, and that demand has good years and leaner ones. That makes a reorganization here of a different nature than at many other employers.
A cyclical market
The sale of semiconductors moves with sectors such as the automotive industry and industry in general. If that demand sags, a chip company may decide on cost savings or a reorganization. Such an intervention is often more a response to the state of the market than a lasting change of course, but for you personally that does not make the decision any less far-reaching.
Where it usually begins
In a savings round the first blows often fall in supporting and overhead functions, while research, development and production are spared sooner. That is not a rule, though; which roles are hit exactly differs per round and per site. So do not go by general reports, but by what concretely happens to your own role.
The nature and scope of a reorganization are not fixed and may change. This page is from July 2026 and reflects what was known at that time.
In short
- NXP is a chipmaker, born out of Philips
- Sites in Eindhoven and Nijmegen among others
- The semiconductor market is strongly cyclical
- Reorganizations often hit supporting functions first
- A collective agreement and a social plan may apply
- Assess your own role, not the general figures
Collective agreement and social plan: your collective protection
At a company like NXP you rarely stand alone. Besides the law, collective arrangements often apply that strengthen your position in a reorganization.
The collective agreement and the unions
Many NXP staff in the Netherlands are covered by a collective agreement. In this sector unions such as FNV, CNV, De Unie and VHP2 are involved, including in a reorganization. Your rights in a redundancy derive partly from that agreement, so it pays to find out which arrangements apply to you.
What a social plan arranges
In a reorganization a social plan may apply. Such a plan usually sets out how redundancy is cushioned, with arrangements on guidance towards other work, retraining and a payment. The precise content is not always public. So request the social plan that applies to your situation and have it explained what it concretely means for you.
Not sure what the collective agreement or social plan offers you? Have your situation assessed before you agree.
What to watch for
- Which collective agreement applies to your role
- Whether a social plan applies to this reorganization
- Which guidance and retraining are arranged in it
- How the payment compares to the statutory minimum
- What role the works council and the unions play
Internationals and the highly skilled migrant permit
The Brainport region draws many foreign specialists, and part of them work on a residence permit that is tied to the job.
What a dismissal means for your residence
If you came to the Netherlands as a highly skilled migrant, your right of residence is usually tied to your employment. Once your employment ends, you get a limited period to find other work that meets the conditions of the permit. If that does not succeed within that period, the right of residence of you and your accompanying family can lapse.
Why this counts in advance
Precisely because a period is attached to the end date, it matters that a departure arrangement takes account of it. A slightly later end date or good guidance towards other work can make the difference. On this, also read our page on dismissal as an expat in the Netherlands.
Does your residence permit hang on your job? Have your situation assessed before you sign anything.
As an international, watch for
- The length of your search period as a highly skilled migrant
- Whether the end date gives you enough time for new work
- Which guidance towards other work is arranged
- What your departure means for your accompanying family
- Whether a share or bonus component in your pay is in play
How a reorganization at NXP unfolds
A cyclical intervention too follows, in the Netherlands, the fixed steps of a business-economic dismissal. At each step there is something to check.
Decision and employee participation
NXP first submits a proposed reorganization to the works council, which issues advice on it. If many roles are hit in a short time, the rules on collective dismissal may become applicable. They only oblige a notification to the UWV and consultation with the trade unions once the statutory conditions are met, in particular when the number of intended dismissals within a working area and a given period passes the statutory threshold.
Selection and reflection
NXP may not choose for itself who becomes redundant. Where positions are mutually interchangeable, at its core the reflection principle sets the order, leaving aside the statutory exceptions. Which unit that reflection is applied to follows from the set-up of the business and the Dismissal Regulation (Ontslagregeling); at a company with several sites that is a point of attention in itself.
Reassignment and the international context
Before dismissal is on the table, it must be investigated whether there is a suitable position for you, if necessary after retraining and within a reasonable period. That investigation can reach beyond your own unit, but not simply because NXP is an international group. What is decisive is whether those other positions belong to the business or group for which your employer has a reassignment obligation under Article 7:669 of the Dutch Civil Code and the Dismissal Regulation.
At every step there is something to do
- Check whether the works council was asked for advice
- Request the collective agreement, the social plan and your proposal in writing
- Have it checked on which unit the reflection was applied
- Check whether reassignment was genuinely considered
- Do not agree to an arrangement that has not yet been assessed
What does this mean for you?
A reorganization at NXP follows the statutory rules for dismissal in a reorganization, supplemented by the applicable collective agreement and any social plan. On each of those points you stand legally stronger than is often thought.
Cyclical, but not without rules
That a reorganization stems from a dip in the chip market does not make the dismissal any less bound by rules. NXP must demonstrate a valid ground, and the fact that demand for chips is temporarily lower is no licence to cut roles without a careful procedure.
A verifiable selection
Within interchangeable positions, at its core the reflection principle sets who becomes redundant, save for the statutory exceptions. Which unit the calculation runs over follows from the set-up of the business and the Dismissal Regulation; an incorrect definition of the reflection scope can affect your position.
Your payment and the social plan
If your employment ends on NXP'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.
The settlement agreement
A departure is almost always arranged in a settlement agreement. It sets out your end date, the payment and the final discharge, and where applicable your residence permit and any share plan play a role too. The wording also weighs on whether you keep your unemployment benefit rights.
What you can do now
If a reorganization at NXP touches your role, make sure you know your position before you agree to anything. The earlier you know where you stand, the more influence you keep.
- Gather your employment contract, payslip and the applicable collective agreement
- Request the social plan and your personal proposal in writing
- Have it verified whether the reflection principle was applied correctly
- Check whether reassignment was investigated by the right yardstick
- If you are on a highly skilled migrant permit, watch the period within which you must have new work
- With a larger group, check whether the rules on collective dismissal apply
- Do not sign a settlement agreement that has not been reviewed
Is there a departure proposal or a settlement agreement from NXP? Let us review it before you decide for good.
When should you bring us in?
- NXP has given you a departure proposal or settlement agreement
- Your department or site is being reorganized
- You doubt whether the reflection and the payment are correct
- Your right of residence is tied to your job at NXP
- Your response period is running and you want clarity quickly
Frequently asked questions
These are questions NXP staff bring to us in practice.
Do you have a departure proposal or settlement agreement from NXP in hand? Let us review it.
The reorganization is due to a dip in the chip market. Does that put me in a weaker position?
No. That a reorganization stems from a temporary drop in demand changes nothing about the statutory requirements. NXP must demonstrate a valid ground and follow a careful procedure, with reflection, a reassignment investigation and a payment.
I am covered by a collective agreement. What does that mean for my dismissal?
A collective agreement and any social plan can supplement your rights in a redundancy, for example with guidance, retraining or a higher payment. Which arrangements apply to you partly determines your position. Request the correct texts and have them explained.
Who is my employer in a dismissal, NXP in the Netherlands or the listed group?
Your employer is the Dutch NXP company with which you concluded your employment contract. It carries out the reorganization and is the party against whom you enforce your rights, even though it is part of an international, listed group.
I work on a highly skilled migrant permit. What happens on dismissal?
Your right of residence is usually tied to your employment. After your contract ends a limited period runs in which you must find new suitable work. Take that period into account when setting the end date and the departure arrangement, also with a view to accompanying family.
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