ziekteverlof

Ziekteverlof is the period during which an employee is unable to work due to illness or disability and continues to receive wage payments under Dutch law. It is a standard part of the Dutch labor framework and applies to most employees subject to employment contracts and applicable CAO terms.

During sickness, the general rule is that the employer continues to pay wages for a certain period. The statutory minimum is typically at least 70% of the employee’s last earned wage, for up to 104 weeks (two years). The exact amount and duration can be higher if provided by a collective labor agreement or individual contract. The employee is usually required to inform the employer promptly and may need to provide medical documentation after an initial period; a doctor’s statement can be required to sustain the absence beyond self-certification.

While on ziekteverlof, both the employee and employer must cooperate to support reintegration into work. The Netherlands uses the gatekeeper system (Poortwachter), which obliges employers and employees to participate in reintegration plans, frequent contact, and timely actions to return to work or adjust duties. The reintegration process may involve occupational health services, adjustments at the workplace, and referrals to rehabilitation programs.

If sickness extends beyond the two-year maximum, the employee may become eligible for disability benefits through the Employee Insurance Agency (UWV) under the WIA (Work and Income according to Labor Capacity). The WIA offers options such as WGA (partially unable to work) and IVA (invalide/fully unable to work), depending on the degree of ongoing impairment and work capacity.

Ziekteverlof is distinct from other forms of leave, such as annual vacation or caregiving leave, and applies mainly to employees; procedures and entitlements can vary by sector and contract.