loondoorbetalingsregeling

Loondoorbetalingsregeling is the Dutch term for the obligation of employers to continue paying an employee’s wages during periods of illness. Grounded in Dutch labor law, the regeling is intended to provide income security for employees who are temporarily unable to work and to support their reintegration into the workplace. The obligation typically applies to employees with an employment contract and is associated with the broader framework of sickness absence and return-to-work policy in the Netherlands.

Duration and amount are central elements. The standard expectation is that wage continuation continues for a defined period during sickness, commonly up to 104 weeks (two years) from the first day of illness. The exact level of payment is usually 100% of the regular wage, including standard benefits such as holiday allowance; however, collective labor agreements (CAO) or individual contracts can specify variations in percentage or accompanying provisions. After the two-year period, the employer’s wage obligation ends if the employee remainsunable to work, at which point disability benefits may be coordinated through the UWV (Uitvoeringsinstituut Werknemersverzekeringen).

Relation to reintegration. The loondoorbetalingsregeling operates together with the Wet verbetering poortwachter (Gatekeeper Improvement Act), which requires both employer and employee to cooperate in reintegration efforts and to formulate a reintegration plan. The aim is to facilitate a timely return to work and to address factors affecting employability.

Exclusions. The regeling generally covers employees with a formal employment contract; it does not extend to self-employed individuals or independent contractors under typical arrangements. For those outside the standard wage continuation, other social security or insurance provisions may apply.