The Executive Board (CvB) understands that this may cause uncertainties among employees. To provide more clarity, Frans Möhring answers questions on behalf of the CvB about the measures that need to be taken. The CvB wants everyone to realise that a catch-up is really necessary. Because expenses must be balanced with income as quickly as possible. Fontys faces a budget deficit of 16.5 million euros for 2025. Fontys is healthy and can absorb this, but in the long term, such a million-euro deficit is irresponsible and ultimately unsustainable.

Why is it necessary to take action now?
"In recent years, we have been dealing with a structural decline in student numbers. This impacts our organisation because the number of employees must remain in balance with the number of students. Although we have already done a lot to increase natural attrition, this proves insufficient in some areas. To ensure a healthy workforce and financial stability, it is now necessary to take additional measures. And we must do this together."

What are the main steps being taken now?
"At the moment, actions are already being taken within institutes and services to align their workforce with the declining student numbers. Furthermore, we are in discussions with the unions to come to a continuous social plan that provides clear frameworks for situations where natural attrition is insufficient. HR&O has developed plans to promote mobility, throughput, and outflow. For employees who want to reconsider their future, there are opportunities for personal guidance, such as development programs, coaching, and advisory sessions. This should stimulate internal mobility. One of the most concrete decisions in the short term is the introduction of an Early Retirement Scheme (RVU), which will start in March 2025."

What does the Early Retirement Scheme (RVU) entail?
"The national RVU scheme is intended for employees who are less than three years away from their state pension age. It allows them to stop working earlier, with a bridging allowance from Fontys until their state pension starts. It is a voluntary scheme, more information about it can be found on the HR&O portal. The RVU scheme may be a valuable option for some."

Can an estimate be given of the number of jobs that may disappear?
"Despite natural attrition, we are facing redundancy. We do not know exactly how many jobs will disappear. We have previously reported that the decline in student numbers could lead to 200 to 300 layoffs in the coming years. Not all at once, and the situation may vary by location. So, there is definitely no mass layoff. Moreover, there are also activities we want to grow, such as everything related to 'Beethoven', lifelong learning, and research. We are making every effort to stimulate internal mobility so that, combined with natural attrition, the number of forced layoffs can be minimised."

How are employees supported who are concerned about their position?
"We understand that this situation brings uncertainty. Therefore, we encourage employees to talk to their supervisor, HR&O, or a coach. We offer practical support through the HR&O portal, where information can be found about internal vacancies, development programs, and career advice. This is also a moment to think about your own ambitions and opportunities within or outside Fontys. All employees must realize that the measures can affect everyone."

What message do you have for employees during this period of change?
"I want to emphasise once again that we understand how impactful the coming period can be. At the same time, we have always shown resilience at Fontys. Together, we can implement these changes in a good way. Transparency, collaboration, and mutual trust are important in this. We greatly appreciate the efforts of all employees and do everything we can to guide this process as carefully as possible."

If you have any questions or need a conversation after reading this interview, please contact your supervisor or Fontys HR&O.