What steps should I take if I am too sick to work?
Tell your employer you are sick as soon as your illness means you cannot work. Use the employer's verzuimprotocol (absence procedure). While your contract is still running, your employer usually has to pay at least 70% of your wage for as long as 104 weeks, but a legal wage cap applies. During the first year, the pay must be at least the minimum wage for the hours in your contract. Provide medical information to the bedrijfsarts (company doctor).
This guide applies to employees in the Netherlands who are below AOW (state pension) age. A separate six-week rule applies to some household workers; it is explained in the sick pay section.
A zzp’er (self-employed worker) must arrange their own income if they become ill. Possible options are savings, private disability insurance and, for certain starters, voluntary Ziektewet (statutory sickness benefit) insurance via UWV (employee insurance agency). For this separate route, see ZZP guide.
How do I report sick?
The time, method and contact person for reporting sick are set by your contract, CAO (collective labour agreement), staff handbook or verzuimprotocol. Take these steps:
- As soon as illness prevents you from working, report sick to your employer through the required channel. If you do agency work, contact the agency.
- When you work through an uitzendbureau (employment agency), also report sick to the organisation where you are working.
- Write down the date, time, name of the contact person and method used for your first report.
- Keep any email, portal confirmation or screenshot that shows your first sick day.
The Arboportaal (workplace health and safety portal) reporting rules explain your report and the notification your employer must make later.
Your huisarts (family doctor) provides treatment. The huisarts does not issue certification to your employer that you are unfit for work. The bedrijfsarts assesses the work you are able to do.
Within one week, your employer has to notify its arbodienst (occupational health service) or bedrijfsarts.
You are required to go to reasonable appointments with the bedrijfsarts.
If you recover or can return to work partly, inform your employer without delay using the workplace procedure.
If you live in the Netherlands and fall ill here, but you are insured for sickness in another EU or EEA country, Switzerland or a treaty country, you must also call UWV by your second sick day at the latest. The sickness-benefit rules come from your country of insurance. Ask your employer or its benefit body how to make a claim.
What is my employer allowed to ask about my illness?
Your employer can ask only for information that is needed to manage absence, work and pay. These limits are set by Autoriteit Persoonsgegevens (Dutch data protection authority) policy rules.
Your employer is not allowed to ask what illness you have or what caused it. It also may not ask what treatment or medicines you are receiving.
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| Role | What this person or organisation does | Medical information given to the employer |
|---|---|---|
| Employer or manager | Records the sick report, keeps contact, arranges work and pay, and leads reintegration with you. | Information needed to manage absence, work and pay, plus advice on what work you can do. The limited emergency-information exception is explained below. |
| Huisarts | Treats your health problem. | No work-capacity certificate. With your permission, the huisarts may give factual medical information to the bedrijfsarts. |
| Bedrijfsarts or arbodienst | Assesses what work you can do and advises on recovery and reintegration. | How long your absence is expected to last, limits on work tasks, what work you can do and advice for returning to work. It includes no diagnosis or treatment details. |
| UWV | Decides on benefits and work capacity and can give an expert opinion. | Medical documents go through protected channels. The employer does not receive the medical reasons for a benefit decision. |
Your employer may ask when you expect to come back. It may ask how to contact you and where you are staying. It may also ask which urgent tasks or appointments need to be covered. Your employer may ask if your sickness is connected to a work accident. In the case of a traffic accident, it may ask whether someone else could be liable for the costs.
Your employer may also ask whether a Ziektewet safety-net rule applies, but it may not ask which rule. For sickness related to pregnancy, there is a privacy exception: you do not have to tell your employer that this rule applies. Ask the bedrijfsarts to deal with medical questions.
Even if you give a diagnosis voluntarily, your employer usually may not record it or share it. There is a narrow exception: your employer may record information that you choose to provide when colleagues need it to help in an emergency, for example what to do during an epileptic seizure.
The bedrijfsarts works independently and keeps medical information confidential. If the arbodienst sends you a medical questionnaire, return it to that service, not to your manager. The bedrijfsarts needs your permission before requesting medical information from the doctor treating you. You may also consult the bedrijfsarts before you report sick if work is affecting your health.
What amount of sick pay will I get?
While your contract continues, your employer usually pays at least 70% of your gross wage for up to 104 weeks. Under the legal rule, the wage used for this calculation is capped at the maximum wage for employee insurance. Your contract or CAO may provide more. Check the percentage agreed for each year. The Rijksoverheid (Dutch central government) sick-pay rules explain the minimums for the first year and the second year.
For employees who have reached AOW age, the statutory sick-pay period is six weeks. A six-week rule also applies to some employees hired directly by a private individual for that individual’s household. It applies if they normally work there fewer than four days a week and provide only or almost only household services. Some care workers have a longer period, which is explained below. Check your contract or CAO for any extra rights.
Holiday allowance keeps building up based on the wage your employer must pay during sickness. If that wage is lower, then your holiday allowance builds up on the lower amount.
The table covers ordinary sick pay for employees while the contract continues, subject to the legal wage cap. Your contract or CAO may provide more. The six-week exceptions described above have a shorter period.
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| Period | Legal minimum while the contract continues | Minimum-wage rule and later income |
|---|---|---|
| Weeks 1–52 | At least 70% of gross wage, subject to the legal wage cap. | The payment must reach at least the statutory minimum wage for your contracted hours. |
| Weeks 53–104 | At least 70% of gross wage, subject to the legal wage cap. | There is no minimum-wage floor. A UWV toeslag (supplement) may apply if household income is below the social minimum. |
| After week 104 | The statutory wage duty can end if UWV has not extended it. | WIA (work-capacity benefit) needs a separate assessment. It does not start automatically or guarantee the same income. |
One or two unpaid wachtdagen (waiting days) apply only if your contract or CAO says so. The maximum is two. A new set does not apply if you become sick again less than four weeks later. For the 104-week clock, sickness periods that are less than four weeks apart also count as one period. For example, ten sick weeks, three recovered weeks and then another sick report start again at week 11, not week 1.
What is different for care workers who are paid from a personal budget?
From 1 January 2026, qualifying pgb-zorgverleners (personal budget care workers) who are below AOW age receive up to 104 weeks of sick pay under an employment contract. This also applies to employees who work no more than three days a week.
The change applies to Wlz (long-term care law), Wmo (social support law) and Jeugdwet (Youth Act) budgets. For Zvw (health insurance law) budgets, it applies only if the SVB (Social Insurance Bank) handles payroll. Service contracts are not covered.
Under these SVB rules, sick pay is 100% during weeks 1–52 and 70% during weeks 53–104. The six-week AOW-age exception still applies.
What is different for pregnancy, childbirth or organ donation?
If illness is caused by pregnancy or childbirth, the employer can claim a Ziektewet benefit equal to 100% of the UWV dagloon (daily wage). UWV usually pays the employer, and the employer continues paying you. UWV can also pay you directly. Illness related to organ donation also uses a Ziektewet benefit of 100% of the daily wage.
Before maternity leave begins, another cause of illness can also qualify during the flexibiliseringsperiode (period when you can choose to start maternity leave). This period runs from 6 to 4 weeks before the day after your due date. For a multiple pregnancy, it runs from 10 to 8 weeks before that day. Sick days during this period reduce your leave after birth. For example, 5 sick days mean 5 fewer leave days after birth.
While you are pregnant or on maternity leave, the leave benefit you already receive keeps running. You do not get a separate Ziektewet payment. If pregnancy or childbirth-related illness continues when that benefit stops, the employer can claim again. If illness begins later, or has a different cause after the leave, the usual sick-pay rules apply.
What if my sickness lasts for months?
The timeline here applies to the employer-led route as long as your contract is still running. If your contract ends while you are sick, see the contract and UWV reporting routes below.
You and your employer have to cooperate on re-integratie (returning to work after illness). The Wet verbetering poortwachter (Gatekeeper Improvement Act) lays down duties for both of you.
The periods below are counted from your first day of sickness. The UWV sickness timeline shows the usual order. Under the process rules, it is possible to depart from some early deadlines if there is a reasoned explanation.
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| Time | Required step | Who acts |
|---|---|---|
| Day 1 | Report sick under the workplace procedure. | Employee |
| Within 1 week | Notify the arbodienst or bedrijfsarts. | Employer |
| By week 6 | Write the probleemanalyse (problem analysis) if long absence is expected. | Bedrijfsarts |
| By week 8 | Agree the plan van aanpak (action plan) within 2 weeks of the analysis if returning to work is possible. Include a casemanager (person who coordinates your return-to-work plan) and concrete steps. | Employee and employer |
| At least every 6 weeks | Discuss progress and record any change to the plan. | Employee and employer |
| After 42 weeks | Report long-term sickness to UWV no later than the first working day after week 42. | Employer |
What takes place in the second year of sickness?
Near the end of the first year, look at your progress and at the work possibilities both within your employer and elsewhere. The documents that come later prepare your WIA application.
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| Time | Required step | Who acts |
|---|---|---|
| Around week 52 | Complete the eerstejaarsevaluatie (first-year evaluation) and review return-to-work options with your current employer and another employer. | Employee and employer |
| Week 88 | Send the WIA application letter and its exact deadline. | UWV |
| By week 91 | The bedrijfsarts or arbodienst completes the Actueel oordeel bedrijfsarts of arbodienst (current assessment from the company doctor or occupational health service). You and your employer complete the eindevaluatie (final evaluation). | Bedrijfsarts or arbodienst; employee and employer |
| By week 93 | Submit the WIA application and complete re-integratieverslag (reintegration report). | Employee; employer may upload non-medical parts if both agree |
| Week 104 | The wage or Ziektewet period normally ends unless it is extended. | Employer or UWV, depending on the route |
The re-integratieverslag contains the problem analysis and its updates, the action plan and its updates, the evaluations, and the bedrijfsarts’s current opinion. Your employer provides you with copies. It is your responsibility to make sure UWV receives a complete file. If you both agree, your employer can upload general documents. You must send medical documents yourself via UWV’s protected route. If no work was possible and no action plan was drawn up, UWV only needs the problem analysis and the current opinion.
UWV can impose a loonsanctie (wage sanction) if your employer did not do enough to help you get back to work. In that case, your employer has to keep paying for as long as one additional year. Your protection against dismissal remains in place. After the employer corrects the shortfall, it may ask UWV to reduce the sanction.
If you are expected to return to full work soon but need more time, you and your employer can ask for a voluntary extension. You cannot use this route if your employer receives a Ziektewet benefit for you.
UWV’s WIA postponement guidance does not set a fixed date for submitting the request. Try to send the joint request before the standard 104-week period finishes. If you agree on an extension, apply for WIA 11 weeks before the extended period ends.
Which work do I have to accept while I am sick?
Spoor 1 (returning to work with your current employer) includes your own job, adapted work, or a different role with that employer. Spoor 2 (returning to work with another employer) begins when your current employer has no suitable job for you. You and your employer must take reasonable steps. The bedrijfsarts gives advice about medical limits. Your employer offers suitable work and arranges measures to help you return. If your employer uses a re-integratiebedrijf (reintegration company) to help you return to work, your employer pays the costs.
Suitable work needs to match your health and abilities and remain as close as possible to the work you did before. UWV usually looks for the same number of hours and a daily commute of no more than two hours. After six months of sickness, work at a lower level can also count as suitable.
If you refuse suitable work without a good reason, your right to wages can stop. In an extreme case, this can lead to dismissal with court approval. If you disagree, put your reasons in writing and get an expert opinion before you refuse the work.
Temporary adapted work does not by itself change your contract
If you do temporary suitable work, your original contract stays in place. If you agree to a permanent change in hours or duties, put the new bedongen arbeid (agreed work), hours, and wage in writing. This can affect sick pay if you become ill later.
How can I object to advice or a decision?
If you doubt the bedrijfsarts’s advice, ask for a second opinion. If there is a dispute about work or reintegration, ask UWV for a deskundigenoordeel (expert opinion). The table compares these two routes.
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| Route | Use it for | How it works |
|---|---|---|
| Second opinion | Doubt about the medical or work-health advice from the bedrijfsarts. | You ask the first bedrijfsarts. Another bedrijfsarts at a different service or company reviews the advice. The employer pays. The advice is non-binding, and current appointments and reintegration continue. |
| Deskundigenoordeel | Whether you can fully do your own work, offered work is suitable, or either side has done enough for reintegration. | You or your employer applies to UWV. Each question needs a separate request. In 2026, the standard fees are €100 for you and €400 for your employer. The opinion is non-binding and has no objection procedure. |
An employer does not pay for a deskundigenoordeel request when it is about dismissal for not cooperating enough with reintegration or for frequent sickness. UWV’s deskundigenoordeel application page explains the fees and the questions.
In 2026, UWV’s assessment priorities restrict deskundigenoordelen to conflicts or to cases where refusing one would lead to serious financial problems. UWV first calls the applicant and states an expected response time. If your dispute is about wage payment, mark this on the form.
For a wage claim in court, you normally need an expert statement from UWV. Seek legal advice before you file.
Each bedrijfsarts or arbodienst is required to have a complaints procedure. Use that procedure for problems with conduct or service.
A formal UWV benefit decision has its own bezwaar (objection) route. As a rule, UWV must receive your objection within six weeks after the date shown on the decision. For some Ziektewet decisions, the deadline is only two weeks. Use the deadline stated in your letter. If you need more time to set out your reasons, file a pro-formabezwaar (provisional objection) before that deadline. Submit it on time even if you also make a service complaint.
Who pays when I have a temporary or on-call contract?
The route for sick pay and benefits depends on your contract. Before you rely on a general label, check the exact contract and CAO.
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| Contract | Wage while the contract applies | What can change the payer |
|---|---|---|
| Permanent or fixed-term employment | The employer pays under the 104-week rules while the contract continues. | A fixed-term contract may expire on its agreed date. An employer insured through UWV reports you sick on the final contract day. The own-risk route has different deadlines, explained below. |
| On-call work with a pre-agreement | An accepted call creates a contract for that call. The employer pays at least 70% for the accepted period. | After the call ends, the temporary contract ends. If sickness continues, the employer reports to UWV. Outside a call, sickness within four weeks of the last contract may give a Ziektewet route. |
| Zero-hours contract | During an accepted call, at least 70% is paid for the agreed call period. | After the call, pay can stop while the contract continues. Ziektewet does not then start automatically. After at least three months, stopped calls may support a wage claim based on average hours. |
| Min-max contract | At least 70% is paid over the guaranteed minimum hours. Average hours may matter if the employer stops calling. | The contract terms and work pattern decide any wage above the guarantee. Ziektewet normally starts only when the contract ends. |
| Agency contract | If the employment continues, the agency pays and leads reintegration. Report sick to the workplace and the agency. | Your agency cannot end your contract because of sickness if it belongs to ABU (General Association of Temporary Employment Agencies) or NBBU (Dutch Association of Mediation and Temporary Employment Agencies). Elsewhere, an uitzendbeding (assignment-end clause) can allow this if the hiring organisation ends the assignment and invokes the clause. The agency can then apply for Ziektewet. |
Who must report to UWV when my contract ends?
If your contract ends while you are sick, your employer reports this to UWV. While you receive WW (unemployment benefit), you report it yourself. If you become sick within four weeks after your employment ends and you do not receive WW, the reporting route depends on whether your former employer carries its own Ziektewet risk.
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| Situation without continuing employer pay | Who must receive the sick report | Benefit route |
|---|---|---|
| A fixed-term contract ends while you are sick | An employer insured through UWV reports you on the last contract day. If that is a weekend or public holiday, UWV must receive the report on the next working day. The own-risk route has different deadlines, explained below. | UWV normally assesses Ziektewet and takes over reintegration after employment ends. Some former employers remain responsible, as explained below. |
| You become sick within four weeks after a job ends and do not yet receive WW | For the ordinary UWV-insured route, call UWV no later than the second sick day. If your former employer carries its own Ziektewet risk, contact that employer promptly. | UWV assesses the ordinary post-employment route. The own-risk employer route is explained below. |
| You receive WW when you become sick | Report through Mijn UWV or the UWV app by the second sick day. | WW normally continues for 13 sick weeks. Ziektewet follows afterwards. It can start earlier if WW ends, or for illness caused by pregnancy, childbirth or organ donation. |
If your former employer is an eigenrisicodrager (employer that carries its own Ziektewet risk), it normally pays your Ziektewet benefit and manages reintegration after your employment ends. For some special Ziektewet benefits, UWV pays instead; these include benefits for pregnancy-related illness or organ donation. Ask your employer which route applies to you.
For the ordinary own-risk reporting route, if your employment ends during the first 104 sick weeks, your employer reports within six weeks after your final contract day. Other deadlines can apply when UWV pays a special benefit.
If you become sick within four weeks after your employment ends and you do not receive WW, find out whether your former employer carries its own Ziektewet risk. If it does, contact that employer without delay. Under the ordinary own-risk route, the employer reports to UWV within six weeks after your first sick day. Other deadlines can apply when UWV pays a special benefit.
A Ziektewet benefit is normally 70% of the UWV daily wage, up to the statutory maximum. For qualifying pregnancy, childbirth, and organ-donation routes, it pays 100%. The sickness period is usually capped at 104 weeks from the original first sick day.
If a fixed-term contract ends after more than six sick weeks, you and your employer usually need a reintegration report. UWV accepts a shortened report when sickness lasts 6–10 weeks. From 10 weeks, a full report is normally required. A shortened report may also be used if full recovery was expected within three months and no reintegration took place. An employer that carries its own Ziektewet risk does not need this report for the Ziektewet application.
Those contract and benefit routes are explained in employment-agency guide and WW guide.
While I am sick, can I take holiday or travel?
If you are already sick and want to take holiday, first ask your employer. When you plan that holiday, look at your reintegration appointment dates. For holiday days that are approved, you get 100% of your normal wage, even if your sick pay is 70%.
Statutory holiday hours keep accumulating during full or partial sickness. Different rules for extra holiday hours may be set in your CAO or contract.
When sickness starts during holiday that was already booked, follow the workplace procedure to report it. Usually, those days remain in your holiday balance. If you agree, they may be counted as holiday. A written agreement may also let your employer deduct extra holiday days.
If you are employed and become sick while abroad, tell your employer as soon as you can. Provide an address where you can be reached, and follow both the workplace procedure and the bedrijfsarts’s instructions. What evidence is required depends on your procedure and your circumstances.
If you get Ziektewet and are planning to travel outside the country, tell UWV at least two weeks before departure. You must stay reachable. Either arrange for another person to check your post, or give UWV your holiday address as your postal address. If you are in reintegration, first talk about your holiday plans with your work or reintegration adviser. Your recovery and reintegration duties still apply. You have to go to medical appointments that UWV requests, also when you are abroad. You also have to cooperate with examinations that UWV requests.
If you become sick abroad and do not have an employer, contact UWV no later than the second sick day to find out if you qualify.
While I am sick, can my employer dismiss me?
As a rule, your employer cannot dismiss you in the first 104 sick weeks or during a loonsanctie extension. There are exceptions: a valid probation period; sickness that begins after UWV has received a dismissal request; and not cooperating with reintegration without a good reason.
Under strict court rules, frequent short sickness can be a separate ground for dismissal. On its own, it does not remove the protection against dismissal during sickness.
Even so, a fixed-term contract can end on the date that was agreed.
Dismissal is not automatic once 104 weeks have passed. Your employer has to satisfy the legal conditions and follow the correct route, which is normally UWV for long-term incapacity.
Warning
Before you resign or sign anything while sick, seek legal advice
If you resign, your employer’s duty to pay wages ends, and you may be left without Ziektewet. The same problem can arise if you sign a vaststellingsovereenkomst (settlement agreement) while you are unfit for work. UWV advises getting legal help before taking either step. Begin with free legal help guide.
Usually, you have two weeks to withdraw a written settlement agreement. If the agreement does not include this right, the period is three weeks. Do not rely on the cooling-off period; get advice before you sign.
After two years, can I get WIA?
UWV compares your possible earnings before sickness with what you are still able to earn. Entitlement is not decided by your diagnosis alone. The route depends on your loss of earning capacity and whether that loss is lasting.
Exactly 35% loss meets the WIA percentage threshold. The possible outcomes appear in the table.
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| UWV outcome | Earning-capacity test | What it means |
|---|---|---|
| No WIA | You can still earn more than 65% of your former wage, so your loss is less than 35%. | Employer sick pay can still end at week 104 if there is no extension. |
| WGA (return-to-work benefit for partial incapacity) | Your loss is 35% to under 80%, or 80–100% if UWV expects you may earn more in future. | The benefit and duties depend on former income, remaining capacity and actual work. |
| IVA (benefit for full and lasting incapacity) | You can earn at most 20% of your former wage. UWV finds that you can hardly work or cannot work, now and in the future. | UWV decides whether your incapacity is both full and lasting. |
Applying for WIA does not guarantee a benefit or a fixed amount. Send your application by the exact deadline stated in your week-88 letter, and check the status in Mijn UWV.
While a loonsanctie applies, your employer keeps paying you as it corrects the reintegration work that was missing.
If the WIA decision is delayed close to when your pay ends, contact UWV about the gap in income and ask if an advance can be given.
What can I do if there is a problem with reporting, pay or UWV?
When a problem arises with reporting, pay or a decision, keep written proof. Find your problem below and use its first action.
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| Problem | First action |
|---|---|
| The employer says your report did not follow the protocol. | Repeat the report through the required channel as soon as possible. Ask for written confirmation of the first sick day and keep your original proof. |
| A manager asks for a diagnosis or treatment details. | Give only the return estimate, contact details and urgent-work information. Send medical questions to the bedrijfsarts. |
| Pay is suspended or stopped. | Ask in writing for the exact reason and whether this is temporary suspension for missing control information or a wage stop for alleged non-cooperation. Check the CAO and get legal advice before refusing work. |
| A contract ends and no UWV report appears. | Ask your employer to confirm the reporting deadline and whether it has sent the report. If your employer cannot or will not report, call UWV yourself as soon as you discover this. |
| You disagree with a UWV decision. | Read the decision letter when it arrives. Follow its deadline: usually six weeks, but sometimes two for Ziektewet. File a provisional objection in time if needed. |
If illness also prevents you from finishing inburgering (civic integration) on time, look at the conditions for extra time for your integration deadline. Being on sick leave from work does not extend that deadline automatically.
What records do I need to keep while on sick leave?
During sick leave, keep all of these records and checks in one place:
- Your employment contract, CAO and verzuimprotocol.
- The date of your first sick day, plus every agreement you make with your employer or bedrijfsarts.
- Your pay percentage, your waiting days and the end date of your contract.
- Weeks 6, 8, 42, 52, 88, 91 and 93 in your calendar, if sickness continues.
- Every letter from UWV, together with the deadline it gives.
The contract rules are in Dutch employment contracts. For treatment and referrals, look at the huisarts guide. If your illness includes stress or another mental-health problem, see mental-health care in the Netherlands.
Official Sources
- wetten.overheid.nl (Dutch legislation database): Burgerlijk Wetboek (Dutch Civil Code), Book 7 - statutory sick pay, waiting days, wage claims, holiday during sickness, suitable work and dismissal protection
- wetten.overheid.nl: Regeling procesgang eerste en tweede ziektejaar (first and second sickness-year process rules) - the problem analysis, action plan, progress reviews and first-year evaluation deadlines
- Arboportaal: guidance for employers and employees when reporting sickness - the employee follows the absence procedure and the employer notifies the arbodienst or bedrijfsarts within one week
- Autoriteit Persoonsgegevens: policy rules for sick employees - which operational details an employer may process and which medical information remains private
- KNMG (Royal Dutch Medical Association): the treating doctor and absence from work - why a treating huisarts does not certify a patient as unfit for work and why the bedrijfsarts assesses work capacity
- Arboportaal: what the law says about the bedrijfsarts - access, independent advice, medical confidentiality, second opinions and the required complaints procedure
- Rijksoverheid: how much wage is paid during sickness - 70% pay, the first-year minimum-wage floor, the second-year rule, CAO top-ups and special safety-net situations
- Rijksoverheid: how long sick pay continues - 104 weeks, up to two agreed waiting days and the rule that sickness periods less than four weeks apart are combined
- Rijksoverheid: amount of the Ziektewet benefit - the usual 70% daily-wage benefit, the 100% pregnancy, childbirth and organ-donation routes, the statutory maximum and a possible supplement
- UWV: step-by-step guide to employee sickness - the week 6, 8, 42, 52, 88, 91, 93 and 104 milestones
- UWV: reintegration report - the required documents, copies for the employee and separate handling of medical information
- UWV: applying for WIA - the week-88 letter, the six-week application window and the exact deadline in the letter
- UWV: assessment of the reintegration report - a loonsanctie of up to one extra year, continued dismissal protection and a request to shorten the sanction
- UWV: first-track and second-track reintegration - ways to return in another role, the features of suitable work and the consequences of refusing it
- Arboportaal: second opinion from another bedrijfsarts - who can request it, who pays, its non-binding status and that current reintegration arrangements continue
- Rijksoverheid: disagreement about sickness or reintegration - the deskundigenoordeel questions, current employee and employer fees and the route to court
- UWV: requesting a deskundigenoordeel - eligible questions, separate applications, evidence, fees and the fact that the opinion is non-binding and cannot be challenged
- UWV: waiting times for social-medical assessments in 2026 - the 2026 restriction of deskundigenoordelen to conflicts or serious financial problems
- Rijksoverheid: sickness on a fixed-term contract - wage payment until the contract ends, the Ziektewet handoff and the reintegration report
- Rijksoverheid: sick pay for on-call workers - different rules for a pre-agreement, zero-hours and min-max contract, including accepted, guaranteed and average hours
- UWV: sickness while working through an agency - reporting to the workplace, continued agency contracts, ABU and NBBU rules and a valid uitzendbeding
- UWV: leaving employment while sick - the employer report on the final contract day, the Ziektewet decision and the transfer of reintegration responsibility
- UWV: sickness during a WW benefit - how to report sick, the first 13 weeks and the later Ziektewet route
- UWV: sickness during pregnancy and after childbirth - when the employer can claim a 100% daily-wage Ziektewet benefit and how pregnancy and maternity leave affect the route
- Ondernemersplein (government business portal): statutory and extra holiday days - continued statutory holiday accrual during full or partial sickness, extra-hour agreements and sickness during booked holiday
- Rijksoverheid: full wage for holiday taken during sickness - employer permission and 100% wage for approved holiday days during sickness
- UWV: holiday while receiving a Ziektewet benefit - the two-week foreign-travel notification and the continuing recovery and reintegration duties
- UWV: prohibition on dismissal - the first-two-years protection, its extension during a loonsanctie and the main exceptions
- UWV: ending employment during sickness - the benefit risk of resignation or a settlement agreement and the two-week cooling-off period
- UWV: WIA loss-of-earning-capacity percentage - the 35% threshold and the comparison between former and remaining earning capacity
- UWV: WGA and IVA benefits - the WGA and IVA categories and why benefit amounts depend on income and work capacity
- UWV: deadline for an objection - the usual six-week period, the two-week period for some Ziektewet decisions and a provisional objection
- Rijksoverheid: rules and duties during sickness - shared employer and employee duties and the separate income position of self-employed workers
- Autoriteit Persoonsgegevens: official publication of sick-employee policy rules - employer reporting questions, pregnancy privacy, limited medical disclosures and the emergency-information exception
- UWV: sickness reporting for different situations - second-sick-day reporting after employment, during WW or abroad, and reporting if an employer cannot or will not apply
- UWV: voluntary insurance for self-employed workers - voluntary Ziektewet insurance for eligible starters and workers who remain partly employed
- Rijksoverheid: holiday allowance - holiday allowance continues during sickness and uses the lower wage when sick pay is reduced
- Rijksoverheid: exchanging holiday days for sick days - written agreements or employee permission for deducting extra holiday days
- DUO (Dutch education service): extra integration time because of illness - a separate application and conditions for extra time when illness prevents timely civic integration
- UWV: action plan during sickness - progress discussions at least every six weeks and updating the action plan
- Arboportaal: requesting a second opinion - the second bedrijfsarts must work at a different company or occupational health service
- UWV: medical representatives for benefit decisions - the employer receives no medical information underlying benefit decisions
- UWV: postponing the WIA application - voluntary wage extension, no fixed submission date, the Ziektewet exclusion and WIA application 11 weeks before an extension ends
- wetten.overheid.nl: Wet werk en inkomen naar arbeidsvermogen (Work and Income according to Work Capacity Act) - article 24 permits a joint voluntary extension and applies the 13-week period to ending or changing an extension, rather than to the original application
- UWV: employees whose employer carries its own Ziektewet risk - the normal own-risk route for benefit payment and reintegration after employment ends; UWV pays some special benefits instead
- Rijksoverheid: household employment by a private individual - the private-employer and household-work conditions, fewer than four working days per household and six-week sick pay
- Rijksoverheid: working after AOW age - the six-week statutory sick-pay period for employees working after state pension age
- UWV: shared reintegration duties - the employer pays the costs of a reintegration company when one is engaged
- UWV: receiving Ziektewet abroad - continuing benefit duties abroad, medical-check arrangements and cooperation with examinations
- UWV: general benefit duties - attendance at medical appointments and cooperation with examinations, including while abroad
- Rijksoverheid: employee rights for personal budget care workers - the 2026 employment-contract change, 104-week sick pay and budget-specific payroll conditions
- SVB: sickness of a care worker - sick pay under a care employment contract, yearly percentages and the AOW-age exception
- UWV: own-risk employer sickness reporting - six-week post-employment reporting for the ordinary own-risk route and different deadlines for UWV-paid special benefits
- UWV: Mijn UWV - the official online account for sickness and recovery reports
- UWV: UWV app - sickness and recovery reports for WW and Ziektewet after WW
- UWV: Ziek worden tijdens werk in Nederland - If you live in the Netherlands and become sick here while insured for sickness in another EU or EEA country, Switzerland or a treaty country, also call UWV no later than your second sick day. Your country of insurance sets the sickness-benefit rules. Ask your employer or its benefit body how to claim.