If you return to work on a partial basis, then your sick pay entitlement may be reduced in line with the number of hours you attend work. This will be paid, and your holiday entitlement will be restored for use at a later date. If you fall sick during your holiday, there is a possibility for the period in which you are sick to be logged as sick leave instead of holiday leave. However, if the UWV holds the view that the employer has not acted in accordance with their obligations or providing sufficient assistance to the employee during their sickness period, then an extension to these two years may be imposed (in Dutch this is labelled loonsanctie). If the employee is still suffering an illness after this two-year period, the sick pay entitlement will cease.

However, this must have been agreed between the parties in writing through the employment agreement to be legally valid. The waiting days are the first two days the employee is off work for sickness, and in this period, there is no obligation to pay wages. Thus, it is common for employers in the Netherlands to pay more to their employees than the statutory minimum.ДЄn employment agreement may provide for вЂwaiting daysвЂ™ during an employeeвЂ™s absence from work. It is possible that your employment agreement or a collective labours agreement in your work sector can contain further rights and details for sick pay, providing the statutory minimum is met. The sick wage an employee receives can be subject to deductions in light of any employee benefits currently being received by the employee in question. If an employee falls sick due to complications in their pregnancy, they will be entitled to 100% of their salary whilst on sick leave. However, if this 70% falls below the statutory minimum wage, then the sick pay entitlement will rise until this requirement is met. This sick pay must be, at a minimum, 70% of the employeeвЂ™s current wages. Under Dutch law, an employee is entitled to sick pay for the first two years of illness which prevents them from working. Thus, sick pay can either be paid by the employer or the UWV.

The amount of sick pay and who you receive it from, is dependent on the type of employment agreement you hold under Dutch law. What sick pay is the employee entitled to under Dutch law?

These meetings should occur throughout the period of illness and reports shall be made on the employees continued inability to work. When your employer has notified the UWV of your illness, they will contact you and arrange a doctorвЂ™s appointment for you in monitoring the progression of your sickness. Generally, most companies have developed their own policy which should be followed by the employee in case of an illness. What are the requirements of the employee?Д®mployees working in the Netherlands who fall sick must report their absence to their employer in order to receive their sick pay entitlement. If none are available, then the employer should do all in their power to find a suitable external placement for the employee. If the employee is fit to return to work in some capacity, then the employer must check to see if they have a position suitable in the company. The employee should receive notification of this and the amount theyвЂ™re entitled to within four days.Дutch employment law provides employees with a safeguard against termination during sick leave (in Dutch opzegverbod tijdens ziekte). The employer should register the employeeвЂ™s sickness with the Employee Insurance Agency (In Dutch UWV). When an employee is sick in the Netherlands, both the employee and the employer should cooperate with each other in ensuring legal obligations are met, and that preparation is made for the employeeвЂ™s eventual return to work. What are the requirements of the employer? Whilst the obligations of the employee and employer are usually straight forward in terms of the companyвЂ™s policy, in cases of long term absence, specific rules can apply. Sick pay in The Netherlands is regulated in a strict manner and certain procedures must be followed by employer and employee alike.

Sick leave