How much pay do you receive when you are ill?
What would you like help with?
Is your pay being stopped without a clear written reason? Ask immediately for the grounds, object in writing and continue cooperating with reasonable checks and reintegration.
Detailed explanation, checklist and sources
An employer must usually continue paying wages during illness for a maximum of two years. The statutory minimum is generally 70%, but your contract or collective labour agreement may entitle you to more.
General information about Dutch law · Reviewed on · How we work
On this page
- At least 70% and a minimum threshold in the first year
- Waiting days must have been agreed
- Suspension is different from a wage stop
- Your fixed-term or agency contract ends during illness
- Who pays next: UWV or your former employer?
- Reintegration agreements: keep a practical record
- Your checklist
- Frequently asked questions
- Sources and further information
At least 70% and a minimum threshold in the first year
During the first two years of illness, you usually receive at least 70% of your pay. In the first year of illness, this generally may not fall below the applicable minimum wage. Many collective labour agreements and contracts supplement this percentage.
Waiting days must have been agreed
A contract or collective labour agreement may include one or two waiting days. Without a valid agreement, the employer may not simply leave the first days of illness unpaid. Different rules may apply to short consecutive periods of illness.
Suspension is different from a wage stop
In the case of suspension, payment is temporarily withheld until you again cooperate with monitoring requirements. A wage stop may have more far-reaching consequences, for example if you refuse appropriate reintegration without good reason. The employer must communicate the measure clearly and in time.
Your fixed-term or agency contract ends during illness
When a fixed-term contract expires, that employer's wage continuation normally ends. Ziektewet sickness benefit may follow; it is not awarded automatically. For agency work, first check your contract, collective agreement and agency clause. Ask who reports you sick on leaving employment and check the report in Mijn UWV.
Who pays next: UWV or your former employer?
If your former employer is a Ziektewet self-insurer (eigenrisicodrager), it may pay the benefit and manage reintegration. UWV still pays in certain exceptions. Has payment stopped because the employer considers you recovered, without a UWV decision? Request that decision; call UWV if the employer does not arrange it. Keep any decision and check its objection procedure and deadline.
Reintegration agreements: keep a practical record
Employer and employee jointly prepare a Plan van aanpak using the problem analysis, within two weeks after that analysis is completed. Record each task or adjustment, who acts and when it is reviewed. UWV specifies progress discussions at least every six weeks. Record disagreements precisely; do not stop cooperating with reasonable reintegration without advice. Our existing UWV expert-opinion route can help with questions about suitable work or efforts. That opinion is not a wage decision and does not automatically suspend another deadline.
Your checklist
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Employment contract and applicable collective labour agreement
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- Employment contract and applicable collective labour agreement
- Payslips before and during illness
- Sickness reporting and absence protocol
- Letters about suspension or discontinuation of pay
- Advice from the occupational physician and reintegration arrangements
- First sickness day, contract end date and applicable collective agreement
- Sickness-report proof, last payslip and UWV correspondence
- Who pays Ziektewet and manages reintegration? Request confirmation
- Problem analysis, action plan, specific work arrangements, reviews and the precise disputed question
Ask who pays when your contract ends during sickness
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Frequently asked questions
Do I always receive my full pay when I am ill?
Not always. The law usually provides entitlement to at least 70%; your collective labour agreement or employment contract may prescribe a higher percentage.
May my employer determine whether I am actually ill?
The employer may not personally make a medical assessment of whether you are incapacitated for work. That is the task of the occupational physician or occupational health service.