Sick Leave in the Netherlands: Pay, the 2-Year Rule and What to Do When You Are Sick

Last updated: October 2, 2026

THE HAGUE – October 1, 2026 | The Dutch Daily

Sick leave Netherlands: if you fall ill, your employer must continue to pay at least 70% of your wage for up to 104 weeks (two years). In the first year you receive at least the minimum wage. Many collective labour agreements (caos) top this up, often to 100% in the first year. This guide explains how to report sick, what you are paid, the role of the company doctor and your protection against dismissal.

1. How to report sick (ziek melden)

Every employer has rules for reporting sick, usually written down in an absence policy (verzuimprotocol or verzuimreglement). Typically you must:

• call or message your manager before your shift starts, on the first day you are ill;
• say how you can be reached and, if you know, how long you expect to be absent;
• be available for contact with your employer and the company doctor;
• report when you are better (beter melden).

Follow these rules carefully. If you do not, your employer may suspend your wage payment until you comply.

Privacy: what you do not have to tell your employer

Your employer may ask how long you expect to be ill and whether your absence is related to an accident with a third party, but not what illness you have. Medical details are for the company doctor (bedrijfsarts) or the occupational health service (arbodienst), who only tells your employer what you can and cannot do.

2. How much are you paid when you are sick?

As long as you are employed, your employer continues to pay at least 70% of your last earned wage for a maximum of 2 years (104 weeks).

Your cao or employment contract can provide higher pay than the legal minimum, for example 100% in the first year. This varies per sector, so read your own cao.

Example: you earn €3,500 gross a month and your contract follows the legal minimum. While ill, you receive at least €2,450 gross a month (70%). If your cao pays 100% in the first year, you keep receiving €3,500.

If the 70% in your second year brings your household income below the social minimum, you can ask UWV whether you qualify for a supplement.

Waiting days (wachtdagen)

Your contract or cao may include waiting days: days at the start of your illness for which you are not paid. The law allows a maximum of two waiting days. They only apply if your contract or cao includes them, and not if you fall ill again within 4 weeks of your previous illness.

3. The company doctor and your reintegration

When you are ill for a longer period, your employer and you share responsibility for getting you back to work. This is set out in the Gatekeeper Improvement Act (Wet verbetering poortwachter). The main steps:

• Problem analysis: the company doctor assesses your situation, at the latest in the sixth week of your illness.
• Plan of action (plan van aanpak): you and your employer agree on steps to return to work, at the latest in the eighth week.
• Regular evaluations: the plan is reviewed regularly, and a case manager is often appointed.
• First-year evaluation: after about a year you and your employer evaluate the reintegration so far.

You must cooperate with reasonable reintegration steps, for example adapted work or fewer hours. If you refuse without a good reason, your employer can stop paying your wage. If you disagree with the company doctor, you can ask UWV for an expert opinion (deskundigenoordeel).

4. Can you be dismissed while you are sick?

In general, your employer cannot dismiss you because you are ill during the first two years of illness: there is a dismissal ban during illness (opzegverbod bij ziekte). There are exceptions, for example if you were already ill before a dismissal procedure started, or if you are dismissed on other grounds such as a business reorganisation; these situations are complicated, so get advice.

A temporary contract does end on its agreed end date, even if you are sick. In that case UWV takes over: you may receive a sickness benefit (Ziektewet-uitkering).

During a probation period the dismissal ban does not apply; see our guide to probation, notice periods and temporary contracts.

5. After two years: WIA

If you are still unable to work after 104 weeks, you can apply to UWV for a WIA benefit (Work and Income according to Labour Capacity Act). UWV assesses how much you can still earn. You normally apply in time before the end of the two years; UWV sends information about this.

6. Sick during your holiday, and holidays during sickness

• Ill during your holiday: report it to your employer as usual. Days you are ill do not count as vacation days.
• Going on holiday while ill: discuss it with your employer first; it should not harm your recovery or reintegration. Days of holiday you take while you are ill count as vacation days.
• Building up leave: you keep building up vacation days while you are ill. See our guide to holiday allowance and vacation days.

7. Temporary, on-call and agency workers

• Temporary contract: your employer pays during your illness until your contract ends. After that, UWV may pay a Ziektewet benefit.
• On-call workers: you may also be entitled to wage payment during illness, depending on your contract and the hours you normally work.
• Agency workers: depending on your agency contract, the agency or UWV pays.

The exact rules depend on your contract, so ask your employer or UWV what applies in your case.

8. Practical tips for internationals

• Register with a GP (huisarts) as soon as you arrive, so you have a doctor when you need one. See our huisarts guide.
• The company doctor is not your GP. They advise on work, not on treatment.
• Keep copies of messages and agreements about your sick leave and reintegration.
• If you disagree with your employer, contact your trade union, the Legal Services Counter (Juridisch Loket) or an employment lawyer.

9. When your child or partner is ill

If your child suddenly falls ill, you can take calamity leave (calamiteitenverlof) to arrange care; your employer continues to pay you. For a longer period you can take short-term care leave (kortdurend zorgverlof) of up to twice your weekly working hours per year, during which you receive 70% of your wage. Our guide to maternity, partner and parental leave lists the other types of leave for parents.

10. Key takeaways

• Report sick according to your employer’s absence policy.
• You receive at least 70% of your wage for up to 104 weeks, and at least the minimum wage in year one.
• Your employer may not ask about your diagnosis; the company doctor handles medical questions.
• You must cooperate with reasonable reintegration steps.

11. FAQ

How much sick pay do you get in the Netherlands?

At least 70% of your wage for up to two years, and at least the minimum wage in the first year. Your cao or contract may give more.

Do I need a doctor’s note to call in sick?

Not as a general rule. Follow your employer’s absence policy; the company doctor assesses longer absences.

Can my employer ask what is wrong with me?

No. Your employer may not ask about your diagnosis. The company doctor handles medical questions.

What happens if my temporary contract ends while I am sick?

The contract ends, and UWV may pay a sickness benefit (Ziektewet).

🇳🇱 Dutch Corner

Sources

• Rijksoverheid: hoeveel loon krijg ik doorbetaald als ik ziek ben (at least 70%, minimum wage in the first year, 100% for pregnancy, childbirth and organ donation, cao may give more, UWV supplement in year two).
• Rijksoverheid: wordt mijn loon doorbetaald als ik ziek word (maximum 2 years / 104 weeks).
• UWV: loondoorbetaling tijdens ziekte, Ziektewet-uitkering and WIA.
• Rijksoverheid and Juridisch Loket: hoe lang krijg ik loon doorbetaald / wachtdagen (maximum 2 waiting days if agreed; not when ill again within 4 weeks).
• Rijksoverheid: zorgverlof and calamiteitenverlof (short-term care leave 2 × weekly hours per year at 70% of wage; employer pays wages during calamity leave; adoption and foster care leave up to 6 weeks).

More in our guide: Healthcare in the Netherlands – insurance, GP and costs

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