Questions about Sick Leave in the Netherlands occur often and this article is designed to have easy access to all FAQs about Sick Leave in the Netherlands. Whether you are a business owner, HR professionals or a local resident understanding the mandatory Sick Leave regulations are essential.
Many employers and employees have questions about Sick Leave Netherlands regulations, and for those seeking answers to questions about the procedures, reviewing the company’s Sick Leave Policy is crucial. Common questions about sick leave Netherlands include how to report illness and the documentation needed for prolonged absences.
In this concise overview, we address common questions and provide clarity on these important aspects of Dutch employment law.
This article is frequently updated to incorporate new questions as they are submitted.
☰ Table of Contents
Questions Sick Leave Netherlands
How to request Sick Leave?
1. Read the Sick Leave Policy: Familiarise yourself with your company’s sick leave policy for instructions on how to report illness, manage recovery, and handle being sick while on vacation.
2. Inform Your Employer Promptly: Notify your employer as soon as you realise you are too ill to work. This can be done face-to-face while being sick at work, or via a phone call.
3 Stay in Communication: Keep your employer updated on your recovery and expected return date.
A polite way to ask for sick leave might be: “I am feeling unwell and I need to request sick leave to recover. I will visit my doctor and keep you updated with my condition and the necessary documentation.”
It is important to remember that sick leave is a right, not a privilege. Employees should not feel guilty or scared to call in sick if they are genuinely unwell. Mental health is as important as physical health, and requesting sick leave for issues like stress or burnout.
Which questions are allowed to asked during illness by the employer?
It is allowed by the company to ask the following questions and details to the employee requesting Sick Leave:
- The expected duration of the absence from work.
- The actions the employer can undertake to support the employee.
- The (nursing) address and telephone number at which the employee can be reached.
- Whether there is a ‘safety net situation’ [Vangnetsituatie]. Safety net situation means illness due to pregnancy, due to a structural-functional impairment (formerly occupational disabled), or due to donation of organs (not obliged to report).
- Agree on meetings/ contact moments and activities to be carried out.
- Whether the illness is the result of an accident for which a third party is liable.
Questions Sick Leave Netherlands – How many sick days are applicable?
In the Netherlands, there is not a set maximum limit on the number of sick days an employee can take per year. However, employees will receive sick pay for up to two years from their employer. Following this period, individuals are transferred to UWV for the sickness benefits.
Is a Sick Leave Sick Leave Netherlands doctor’s certificate valid?
In the Netherlands, the law supports employees requesting Sick Leave. A sick leave Netherlands doctor’s certificate, sick note or medical certificate is not applicable in the Netherlands. The employee is obliged by law to inform the employer and call in sick. However, for prolonged absences, medical documentation may be required, which the Company Doctor will request from the employee’s physician or GP.
On average, employees can take up to 104 weeks (two years) of sick leave. During the first year, employers are required to pay at least 70% of the employee’s salary, although many collective agreements stipulate higher percentages. In the second year, the same percentage applies, but employers often adjust payments based on collective labor agreements.
What is the sickness benefit in the Netherlands?
If an employee is unable to work due to illness, they are entitled to a sickness benefit. The benefit typically covers by law 70% of the employee’s last earned salary, up to a maximum daily wage set by the government. This support ensures that employees do not face significant financial hardship while recovering from their illness.
However, it is common practice for most companies to pay 100% of the employee’s salary during the first year of illness, or a different percentage as specified by the Collective Labour Agreement. The percentage for the second year of illness may vary depending on the company and industry.
Are burnout or mental health problems valid reasons for Sick Leave?
Mental health issues, including burnout and depression, are recognised as valid reasons for sick leave in the Netherlands. Employees suffering from burnout can indeed take sick leave.
What is the Sick Leave Policy?
The Sick Leave Policy Netherlands also known as the Sick Leave Regulation Protocol is a policy describing the sick leave process, and the mandatory steps to take by employee and employer for short-and long-term illness in accordance with the Permanent Incapacity Benefit (Restrictions) Act. When requesting sick leave, it is important for employees to communicate clearly and follow the guidance of your company’s policy.
The Dutch system of Sick Leave is comprehensive, supportive, and well-structured, ensuring that both the employer and employee are aware of the mandatory steps. Whether it is a physical illness, mental health issue, or burnout, the Sick Leave Policy in place provides both the employer and employee the necessary support. Understanding these policies and knowing how to navigate them can help employees make the most of their rights and maintain their health and well-being.
If you are in need for support in sick leave administration or need a company Sick Leave Policy, get in touch with us!
More Information
- Sick Leave Policy Netherlands Guidance for HR and Entrepreneur.
- Top 10 Underlying Causes of Absenteeism in the Workplace.
- Mandatory Prevention Officer in the Netherlands.
- Workplace Health and Safety Netherlands Regulations.
- Occupational Health & Safety Service Provider Netherlands: What is an Arbodienst?
