Navigating Dutch sick leave can feel a bit overwhelming, but at its heart, it’s a system built to protect both you and your employer. Think of it less as a set of rigid rules and more as a mandatory insurance policy that safeguards your job and income when you need it most. This approach provides incredible security, including up to two years of continued pay and a clear roadmap for getting you back to work.
Understanding the Core Principles
The Dutch way of handling sick leave is grounded in two key ideas: shared responsibility and long-term security. It’s a world away from systems that just give you a handful of sick days a year. Instead, the sick leave Netherlands model creates a real safety net for longer illnesses, so you can focus on getting better without the immediate financial worry.
For anyone on a permanent contract, the protection is especially strong. You can be on sick leave for up to two years, and during that time, your employer has to pay at least 70% of your wages. This is the legal minimum, but it’s worth noting that many companies offer more generous terms as part of their employment contracts. It’s always a good idea to explore the details about these conditions to see how they apply to your specific situation.
The Two-Year Protection Period
One of the most important parts of the system is the two-year (or 104-week) protection period. During these two years, your employer is legally barred from dismissing you because of your illness. This offers huge peace of mind and job security when you’re feeling most vulnerable.
But it’s not just about keeping your job on paper. It’s about creating a stable, supportive environment for recovery. This protection allows both you and your employer to work on a structured reintegration plan without the constant threat of termination hanging over your head.
Shared Responsibility for Reintegration
Another fundamental principle is that getting you back to work is a team effort. It’s not just on you to recover, and it’s not just on your employer to sit and wait. Both sides have legally defined roles and must actively work together on a return-to-work plan, which is formally called a ‘Plan of Action’ (Plan van Aanpak).
This collaborative approach isn’t meant to be punitive; it’s designed to be supportive. The whole point is to find a sustainable way for you to return to work—whether that’s in your old role, an adapted one, or even a new position at a different company if that’s what it takes.
To make this clearer, let’s break down who is responsible for what. The table below gives a quick overview of the main duties for both employees and employers.
Dutch Sick Leave Roles at a Glance
| Key Aspect | Employee Responsibility | Employer Responsibility |
|---|---|---|
| Reporting | Inform the employer of sickness promptly, following company procedure. | Record the absence and report it to the company doctor (bedrijfsarts). |
| Reintegration | Actively cooperate with the company doctor and the reintegration plan. | Draft a Plan of Action and facilitate the return-to-work process. |
| Financials | – | Continue paying at least 70% of the employee’s salary for up to 104 weeks. |
| Documentation | Maintain contact and provide updates on progress. | Keep a detailed reintegration file (re-integratiedossier) for the UWV. |
Getting your head around these core pillars is the first real step to confidently handling any period of sick leave in the Netherlands. They set the stage for all the practical steps, timelines, and obligations that we’ll dive into throughout the rest of this guide.
Your Rights and Obligations as an Employee
When you fall ill while working in the Netherlands, understanding your responsibilities is every bit as important as knowing your rights. The Dutch system is really built on a foundation of cooperation. Following the right steps from the get-go is the best way to protect your job, your income, and your privacy, and it helps prevent any misunderstandings down the line.
The first and most crucial step is to report your absence promptly. This almost always means letting your manager or HR know on the very first day you’re unable to work. Every company has its own rules for this—it could be a phone call, an email, or an update in an online portal. Be sure to check your employment contract or the company handbook so you know exactly what’s expected.
What to Share and What to Keep Private
Here’s where the Dutch approach to sick leave Netherlands really differs from many other countries: your privacy is paramount. Your employer has no right to ask you about the specific nature of your illness. You don’t have to share a diagnosis, your symptoms, or any other medical details. Your only obligation is to state that you are sick.
You do, however, need to provide a reliable contact address and phone number so you can be reached during your absence. This is purely practical, so the company doctor can get in touch if needed. Refusing to provide this can be seen as a failure to cooperate, which could put your sick pay at risk. For a closer look at these duties, you can read more about employee obligations during illness in our detailed guide.
The Role of the Company Doctor (Bedrijfsarts)
Instead of getting a sick note from your own General Practitioner (GP), the Dutch system relies on an independent company doctor, known as a bedrijfsarts or arboarts. This is a neutral, third-party doctor hired by your employer (usually through an occupational health service, or Arbodienst) to provide an impartial assessment.
Their job isn’t to treat you; it’s to evaluate your capacity for work. They determine whether you are genuinely unable to perform your duties and advise your employer on the next steps for your eventual return to work, or reintegration.
The company doctor is bound by the same strict confidentiality rules as any other medical professional. They will only report back to your employer on your work capabilities—for example, “the employee can work four hours per day on adapted tasks”—not on your medical condition itself.
Your Key Responsibilities Summarised
To keep everything on track, you have several key duties. Actively participating in your recovery isn’t just a good idea; it’s a legal requirement.
- Prompt Notification: Tell your employer you’re sick right away, following their specific internal procedure.
- Stay Reachable: Make sure your employer has a current address and phone number where they can contact you.
- Cooperate with the Company Doctor: You must attend appointments with the bedrijfsarts and follow their professional medical advice.
- Participate in Reintegration: You are legally required to work with your employer to create and follow a ‘Plan of Action’ (Plan van Aanpak) to help you get back to work.
- Accept Suitable Work: If you can’t do your old job, you must be willing to accept other suitable tasks you are capable of performing, even if they differ from your normal role.
Failing to meet these obligations without a valid reason can have serious consequences. An employer can legally suspend your wages if you refuse to cooperate with the reintegration process. That’s why keeping the lines of communication open and actively engaging with the process is absolutely essential for protecting your rights and your financial security while on sick leave.
The Employer’s Role in Managing Sick Leave
When an employee calls in sick in the Netherlands, an employer’s job isn’t just about marking them absent. Far from it. Your role is an active, legally defined one that requires your full attention right from day one. If you drop the ball, you could face serious financial penalties, like having the standard two-year sick pay period extended.
The moment you’re notified of an absence, the clock starts ticking. Your first move, beyond just noting the sick day, is to bring in an occupational health service, or Arbodienst. This service gives you access to a company doctor (bedrijfsarts), who independently assesses the employee’s health and helps steer their reintegration back to work. This isn’t just a suggestion; it’s a mandatory part of managing sick leave netherlands.
The entire system is designed around proactive teamwork. Your goal isn’t to passively wait for your employee to feel better but to actively help them get back on their feet in a sustainable way that follows Dutch law. This demands diligent records and crystal-clear communication.
Creating The Plan Of Action
One of your most crucial duties is drafting the ‘Plan of Action’ (Plan van Aanpak). This is a formal document, a roadmap for the employee’s return, and it must be created within six weeks of their first sick day. Critically, you have to develop this plan with the employee.
Think of the Plan of Action as a living document that spells out the goals and steps you’ve both committed to. It makes sure everyone is on the same page and working towards a successful return.
A solid plan will typically include:
- The Goal: What are we aiming for? It could be a full return to their old job, a gradual increase in hours, or maybe even exploring different, more suitable tasks.
- Agreed-Upon Actions: This gets specific. What will you do as the employer (like providing an ergonomic chair)? What will the employee do (like attending their physiotherapy appointments)?
- Timeline and Evaluations: A clear schedule for check-ins is essential to track how things are going and tweak the plan if needed.
Think of the Plan of Action as a formal agreement that keeps everyone aligned and accountable. It transforms the reintegration process from a vague hope into a structured, measurable project, significantly reducing the risk of disputes or compliance issues.
For a deep dive into setting up your internal processes, this guide on creating a professional sick leave policy offers excellent best practices.
Maintaining The Reintegration File
Right alongside the Plan of Action, you’re legally required to keep a detailed reintegration file (re-integratiedossier). This is the master file that documents every single action taken during the employee’s absence and their journey back to work. It holds all your correspondence, reports from the company doctor, evaluations, and copies of the Plan of Action.
This isn’t just for your internal records. At the end of the two-year period, the Dutch Employee Insurance Agency (UWV) will go through this file with a fine-toothed comb to check if you’ve met your legal duties. A sloppy or incomplete file can lead to penalties, including an order to keep paying the employee’s salary for a third year.
With sick leave rates hitting a four-year high in January 2025—with 85 out of every 1,000 workers reporting ill—the administrative pressure on businesses has never been greater. Proper documentation is your best shield against legal trouble and financial risk.
Of course, sometimes, even with the best efforts, reintegration doesn’t succeed. If termination becomes the only option after the two-year period, handling that next step also requires immense care. In these difficult situations, our guide on https://lawandmore.eu/blog/how-to-handle-employee-dismissal-legally/ can be an invaluable resource.
Navigating the Reintegration Journey
The real heart of the Dutch approach to sick leave is what’s known as the reintegration journey. This isn’t just about passively waiting to get better. It’s a structured, hands-on effort to help you get back to work in a way that’s sustainable for your health and realistic for your situation. Think of it as a roadmap with clear milestones, shared responsibilities, and two distinct pathways.
The journey essentially has two main roads. The first is the most direct route: getting you back to your old job. The second is an alternative path you explore if it becomes clear your original role is no longer a good fit. In Dutch law, these are known as ‘tracks’ (sporen), and knowing how they work is crucial for anyone on long-term sick leave.
Overseeing this entire process is the company doctor, or bedrijfsarts. They act as a neutral medical guide, assessing what you’re capable of and advising on the best steps for your recovery and return to work. Their goal is to ensure the path chosen is medically sound and appropriate for you.
The First Track Reintegration (Spoor 1)
The first and primary goal is always to get you back to your own job within your current company. This is called ‘first track’ reintegration, or spoor 1. The focus here is on finding practical ways for you to return to your familiar role, even if that means making some changes.
For instance, spoor 1 could involve:
- A Gradual Return: You might start with reduced hours and slowly build back up to your full schedule.
- Adapted Tasks: Your duties could be modified to avoid anything that hinders your recovery, like temporarily removing heavy lifting from your responsibilities.
- Workplace Adjustments: This could mean physical changes to your workspace, like providing an ergonomic chair or different computer equipment.
The foundation for this track is the Plan of Action (Plan van Aanpak). You and your employer must create this together within the first six weeks of your sick leave. It’s a formal document that lays out the specific goals and steps for your return, making sure everyone is on the same page. Throughout the first year, you’ll have regular evaluations to see how things are going and adjust the plan if needed. The focus remains squarely on spoor 1 for the entire first year of sick leave.
The Second Track Reintegration (Spoor 2)
But what if, after a year, it becomes clear that returning to your old job just isn’t a realistic option, even with adjustments? This is where ‘second track’ reintegration, or spoor 2, comes in. This process officially kicks off at the one-year mark if a return to your original position isn’t expected anytime soon.
Spoor 2 means looking for suitable work outside of your current role. This could be a different position within the same company or a job at a new organisation altogether. While this might sound a bit daunting, it’s a mandatory step that both you and your employer must actively work on together.
The goal of spoor 2 isn’t to push you out the door. It’s about finding a productive and meaningful role that matches your current work capacity. The Dutch system is built on the principle of keeping people in the workforce, even if it’s in a different role than before.
Your employer is responsible for funding and facilitating this search. They often hire a specialised reintegration agency to help with things like career coaching, rewriting your CV, and job searching. Your responsibility is to cooperate fully with these efforts.
Key Milestones on the Journey
The two-year reintegration timeline is punctuated by several important checkpoints. These milestones ensure the process stays on track and that all legal requirements are met.
| Milestone | What Happens |
|---|---|
| Week 6 | You and your employer draft and sign the Plan of Action (Plan van Aanpak). |
| Week 42 | Your employer must report your long-term sick leave to the UWV (Employee Insurance Agency). |
| Week 52 (First-Year Evaluation) | A formal evaluation of the first year takes place. If a full return to the original job seems unlikely, the spoor 2 process must begin. |
| Week 91 | You’ll receive a WIA benefit application form from the UWV to prepare for the end of the two-year period. |
| Week 104 (End of Two Years) | The employer’s obligation to pay your wages ends. The UWV assesses the reintegration efforts and decides if you are eligible for long-term disability benefits (WIA). |
Understanding this journey—from the initial Plan of Action to the potential shift to spoor 2—is empowering. It turns what could be a period of uncertainty into a structured process with clear steps, shared goals, and a path forward.
Understanding Your Sick Pay and Financial Security
When you’re facing a long period of sick leave, one of the first things that probably springs to mind is money. It’s a natural worry. Thankfully, the Dutch system is built to provide a strong financial safety net, letting you focus on recovery without the immediate stress of a lost income. While the law sets out clear minimums, your specific contract or collective agreement might offer even better terms.
The foundation of this system is straightforward: your employer is legally required to continue paying your wages for up to two years (that’s 104 weeks). The law stipulates you must receive at least 70% of your salary during this entire period. But there’s an important catch to that 70% figure—the amount you receive can never dip below the Dutch minimum wage. This acts as a crucial baseline, protecting everyone’s basic income.
However, that 70% is just the legal floor. Many employment contracts and, more frequently, Collective Labour Agreements (CAOs), are much more generous. It’s quite common for employees to receive 100% of their salary during the first year of sickness, which then drops to the 70% minimum in the second year. Your first port of call should always be your personal contract and any applicable CAO to see exactly what you’re entitled to.
The Role of Waiting Days (Wachtdagen)
You might come across something called ‘waiting days’ (wachtdagen) in your employment contract. This simply means your employer isn’t required to pay you for the first one or two days of your illness. It’s a measure designed to discourage very short, frequent absences.
But this isn’t a free-for-all. To prevent it from becoming punitive, especially for those with recurring health issues, waiting days can’t be applied if you fall ill again within four weeks of a previous sick leave period. As always, the specifics of whether waiting days apply to you will be laid out in your employment agreement or CAO.
Sick Pay and Reintegration Timeline
It helps to see how your pay aligns with the key deadlines in the reintegration process. The timeline below gives you a bird’s-eye view of the financial and procedural milestones over the two-year period.
| Time Period | Minimum Legal Pay | Key Action or Evaluation |
|---|---|---|
| Year 1 | At least 70% of your salary (often 100% under a CAO). The amount cannot be less than the minimum wage. | Focus on ‘first track’ (spoor 1) reintegration, aiming to return to your current role. |
| Year 2 | At least 70% of your salary. The total sick pay cannot exceed 70% of the maximum daily wage (maximumdagloon). | If needed, ‘second track’ (spoor 2) reintegration begins, exploring other suitable work. |
This structure provides consistent financial support while allowing the reintegration efforts to adapt based on your long-term prognosis and recovery progress.
What Happens After Two Years?
Once the 104 weeks are up, your employer’s legal obligation to pay your salary comes to an end. But you don’t just fall off a financial cliff. If you’re still unable to work, you transition into the care of the UWV (Employee Insurance Agency) and may be eligible for long-term disability benefits.
This benefit is known as the WIA (Wet werk en inkomen naar arbeidsvermogen). It’s designed to provide ongoing financial support when a return to work just isn’t possible. Your eligibility and the amount you receive will depend on the UWV’s formal assessment of your remaining earning capacity.
The WIA assessment is a critical step. It marks the end of the employer-led reintegration journey and the beginning of long-term, state-supported assistance. It’s the final piece of the financial security puzzle, offering a path forward beyond the initial two-year sick leave period.
Proactive Strategies to Prevent Long-Term Absence
While knowing the rules of Dutch sick leave is essential, the best strategy is always prevention. For employers, this means shifting from a reactive position to one that actively cultivates a healthy workplace. This isn’t just about being a good company; it’s a fundamental part of an employer’s legal and moral ‘duty of care’ (zorgplicht) to safeguard the well-being of their staff.
Think of it this way: investing in a supportive environment is a direct investment in your most valuable asset—your people. It requires you to look beyond the surface, understand the real drivers of modern absenteeism, and take concrete steps to address them before they spiral into long-term absence. This proactive mindset is the key to reducing sick leave and building a resilient, engaged workforce.
Recognising the Real Reasons for Absence
Not too long ago, absence was almost always tied to a physical illness. Today, the picture is far more complex. Mental health conditions like stress and burnout are now major, and growing, contributors to employee absence. But other, more subtle factors are also emerging, changing how we need to think about employee well-being.
For instance, a condition known as ‘bore-out’—a state of mental underload from a lack of meaningful work—is becoming a serious concern. Between 2021 and 2024, the Netherlands saw a staggering 5.5-fold increase in sick leave cases attributed to bore-out. While burnout-related absences also climbed by 28%, the dramatic surge in bore-out sends a clear signal: employees need engaging, purposeful work.
This data shows us that employee health isn’t just about preventing overwork. It’s also about preventing under-engagement. A truly healthy work environment is one that challenges and stimulates employees, giving them a sense of purpose and accomplishment.
Actionable Tips for Managers and HR
Creating a healthier workplace isn’t about vague mission statements; it requires real, tangible action. As a manager, you’re on the front line, perfectly positioned to spot early warning signs and foster a supportive atmosphere.
Here are a few practical measures you can start implementing right away:
- Prioritise Workload Management: Don’t just assign tasks; check in regularly. Are workloads realistic? Are deadlines achievable? Constant pressure and unrealistic expectations are the fastest way to burn out a team.
- Promote Genuine Work-Life Balance: Actively encourage your people to disconnect after hours and to take their full holiday allowance. This is a classic “lead by example” situation—if managers model this behaviour, employees will feel more comfortable doing so themselves.
- Foster Open Communication: You need a culture where employees feel safe to bring up stress or workload concerns without fearing it will be held against them. A genuine open-door policy can help you get ahead of issues before they become crises.
- Provide Growth and Development: Offer opportunities for training, skill development, and career progression. This is the most direct way to combat bore-out, keeping roles interesting and showing employees a clear path forward within the company.
By focusing on these proactive strategies, you move beyond simply managing sick leave Netherlands regulations. You start building an organisation where people genuinely thrive. This approach doesn’t just cut down on absenteeism—it boosts productivity, loyalty, and your overall business success.
Frequently Asked Questions About Dutch Sick Leave
Dealing with the ins and outs of sick leave in the Netherlands can bring up plenty of practical questions, especially if you’re not used to the system. To help clear up any confusion, we’ve gathered answers to some of the most common queries we hear from employees.
Can My Employer Fire Me While I Am on Sick Leave?
In short, probably not. Dutch law offers robust protection against being fired during the first two years of your illness. Your employer can’t just terminate your contract because you are sick. This is a real cornerstone of the sick leave Netherlands system, built to give you peace of mind while you recover.
That said, this protection isn’t absolute. A dismissal could still happen if you, for example, refuse to cooperate with your reintegration plan without a good reason. It might also occur for reasons completely separate from your illness, like a company-wide redundancy. After the two-year mark, this specific dismissal protection comes to an end.
Do I Need to Give My Employer a Doctor’s Note?
No, you don’t need to hand over a traditional “doctor’s note” or any medical certificate from your GP to your employer. In fact, strict Dutch privacy laws mean your employer isn’t even allowed to ask you about your specific illness or diagnosis.
Your only obligation is to let your employer know you’re sick, following whatever internal procedure they have. An independent company doctor (bedrijfsarts) will then step in to assess your ability to work and help shape the reintegration plan, all while keeping your medical details completely confidential.
Can I Go on Holiday While on Sick Leave?
Yes, taking a holiday while you’re on sick leave is definitely possible, but it all comes down to clear communication and getting the green light. You must formally request the holiday from your employer well in advance.
Your employer will then usually check with the company doctor (bedrijfsarts) for advice on whether the trip might hinder your recovery. If the doctor gives a thumbs-up, your employer generally can’t say no. Just remember, while your sick pay continues, you will still use up your accrued holiday days for the trip, just like any other time. Sticking to this official process is key to keeping everything smooth and avoiding any disputes.