Quick answer: if you are employed in the Netherlands and become sick, your employer generally continues paying at least 70% of your salary for up to two years. Your CAO or employment contract may provide more. You must follow your employer’s sickness-reporting rules and cooperate with reintegration, but your manager is not entitled to your medical diagnosis. The bedrijfsarts (occupational physician) assesses work-related limitations and advises on return to work.
Last verified: 1 October 2026 against Rijksoverheid, UWV and Arboportaal guidance. Exact salary continuation can be more generous under your CAO or contract.
How much salary do you get when sick?
Rijksoverheid and UWV state that an employer normally pays at least 70% of your salary while you are sick, for a maximum of 104 weeks.
- First sickness year: at least 70% of salary, and generally at least the statutory minimum wage.
- Second sickness year: at least 70%, but the employer no longer has to top the amount up to minimum wage.
- CAO/contract: many agreements provide more than the legal minimum, sometimes 100% for part of the sickness period.
Check your employment contract and applicable CAO before assuming you will receive exactly 70%.
Can there be unpaid waiting days?
Yes, in some jobs the contract or CAO can include one or two unpaid wachtdagen at the start of sickness. Rijksoverheid notes that these waiting days do not simply restart every time: if you become sick again within four weeks of returning, the sickness periods can count together.
How do you call in sick?
Follow your employer’s verzuimprotocol or sickness-reporting procedure. That may require calling a manager, reporting before a certain time or using an HR system.
Your employer may ask practical questions such as when you think you may be able to work again. But you are not required to tell your manager the medical cause or diagnosis of your illness. Arboportaal explicitly states that an employer may not ask for that medical information.
What is a bedrijfsarts?
A bedrijfsarts is an occupational physician specialising in work and health. Every worker should have access to one through the employer’s occupational-health arrangement.
The bedrijfsarts is independent and has medical confidentiality. The doctor may advise the employer about:
- whether you are able to work fully or partly;
- workplace or working-hour adjustments;
- expected duration of absence;
- steps that could support reintegration.
The bedrijfsarts should not give your employer your diagnosis or private medical details.
Do you have to cooperate with reintegration?
Yes. Dutch sickness rules place obligations on both employer and employee. The goal is to help you return to suitable work where possible. For longer sickness periods, the employer, employee, bedrijfsarts/arbodienst and sometimes UWV follow a structured reintegration process.
Your employer should report your sickness to the arbodienst or bedrijfsarts within one week. If the absence becomes long term, formal steps such as a problem analysis, plan of action and later evaluations can become relevant.
Can your employer force you to disclose medical details?
No. Employers are allowed to process only limited information that is necessary for employment and reintegration. Medical information belongs with the bedrijfsarts or healthcare professionals. Your manager can discuss what work you can or cannot do, but should not demand your diagnosis, treatment plan or medical history.
What if your temporary contract ends while you are sick?
If a temporary employment contract expires while you are still sick, the employer’s salary obligation normally ends with the contract. The employer reports you sick to UWV and you may then receive a Ziektewet benefit. UWV also takes over the sickness/reintegration guidance.
If you have been sick for more than six weeks when the temporary contract ends, a reintegration report can be required.
What happens after two years of sickness?
After around two years, UWV can assess whether you qualify for a WIA disability benefit. The employer’s normal two-year salary-continuation period ends, although UWV can impose consequences if employer or employee did not meet required reintegration obligations.
Employee checklist when you become sick
- Report sick according to your employer’s procedure.
- Check your contract and CAO for salary percentage and waiting days.
- Do not feel obliged to tell your manager your diagnosis.
- Attend bedrijfsarts appointments when required.
- Cooperate with reasonable reintegration steps.
- Keep copies of important HR and reintegration documents.
- If a temporary contract is ending, check the transition to UWV/Ziektewet early.
Common newcomer mistakes
- Assuming Dutch sick leave is automatically 100% paid.
- Telling a manager detailed medical information because they think it is mandatory.
- Ignoring the employer’s formal sickness-reporting procedure.
- Missing appointments with the bedrijfsarts.
- Assuming a temporary contract automatically extends because you are sick.
Related reading: Dutch employment contracts explained and the Netherlands hub.
Official sources
- Rijksoverheid: salary during sickness
- Rijksoverheid: how long salary continues
- UWV: salary continuation during sickness
- Arboportaal: employer and employee sickness rules
- Arboportaal: bedrijfsarts, independence and privacy
