Sick Leave and Reintegration Obligations for Employers
Dutch employers have extensive sick leave and reintegration obligations. Failing to meet them can result in sanctions, extended pay obligations, and disputes. Get clear, fixed-price advice from a vetted legal professional before you make a costly mistake.
In the Netherlands, employers are required to continue paying a sick employee for up to two years, and to actively support their reintegration into work. The reintegration process is tightly regulated: you must have a plan in place, engage an occupational health service, follow the correct timelines, and document your efforts. Failing to meet these obligations, even unknowingly, can result in the UWV imposing a sanction that extends your pay obligation by up to a year. Most employers only discover the complexity of this process when they are already behind.
Why iusmatch
- Clarity on what you are required to do and when: A vetted legal professional maps out your obligations at each stage of the sick leave process, so you know exactly what is expected of you and when.
- Avoid sanctions and extended pay obligations: Counsel reviews where you are in the process, identifies any gaps in your reintegration file, and advises on how to get back on track before the UWV assesses your case.
- Fixed price, no open-ended billing: You see the full cost of the advice before committing. Sick leave and reintegration advice is a defined scope of work.
How it works
- Describe the situation and how long the employee has been sick: Log in and explain the timeline, what has been done so far, and what your specific concern or question is. The platform generates a case summary for matched counsel.
- Receive proposals from matched counsel: Vetted legal professionals with employment law experience respond with exactly what they will advise or produce, the timeline, and the fixed cost. You compare and choose.
- Get a clear action plan and stay on the right side of the law: You receive specific guidance on your obligations, your reintegration file, and any steps you need to take. All communication and documents in one place.
When an employee is sick for an extended period, Dutch law places significant obligations on the employer. You are required to continue paying at least 70% of salary for up to two years. You must engage a certified occupational health service (arbodienst) and follow the advice of the company doctor. You must draw up a plan of action (plan van aanpak) with the employee. You must actively pursue reintegration, first in your own organisation and, if that is not possible, with another employer. The UWV monitors this process and assesses the employer's reintegration efforts at the end of the two-year period. If the UWV concludes that the employer has not fulfilled their obligations, they can impose a loonsanctie: an obligation to continue paying salary for up to another year. This sanction is not uncommon, and it is almost always the result of gaps in documentation or missed procedural steps that could have been avoided. iusmatch connects you with vetted legal professionals who understand the reintegration process and can tell you exactly where you stand, what you need to do, and how to protect yourself from sanctions. You post your question, describe the situation, and receive specific proposals from matched counsel at a fixed price. There are no platform fees for clients. If an employee has been home sick and you are unsure about your obligations, now is the right time to get clarity.
Frequently asked questions
- How long do I have to continue paying a sick employee in the Netherlands?
- You are required to continue paying at least 70% of salary for up to 104 weeks (two years). During the first year, this must be at least the minimum wage. After two years, if the employee is still unfit for work, the WIA takes over.
- What is a reintegration plan and when do I need one?
- A plan van aanpak (plan of action) must be drawn up with the employee by week eight of their sick leave. It describes the steps that will be taken to support reintegration. It must be updated regularly and documented throughout the process.
- What happens if the UWV finds my reintegration efforts were insufficient?
- The UWV can impose a loonsanctie, requiring you to continue paying salary for up to another 52 weeks. This is the most common sanction and is typically triggered by gaps in documentation or failure to follow the correct process.
- Can I dismiss an employee who has been sick for two years?
- After two years of continuous sick leave, you may apply for dismissal via the UWV on grounds of long-term incapacity. However, specific conditions must be met and the correct procedure followed. A legal professional will advise on your situation.
- How much does sick leave and reintegration advice cost?
- Each counsel sets their own price based on the scope of work. You see the full cost before committing. There are no platform fees for clients.
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