Absenteeism and Rules in the Netherlands

In the Netherlands, absenteeism isn’t just about being sick — it’s about how you handle it. Dutch law is strict when it comes to reporting illness, staying in touch, and returning to work. Both employees and employers have clear responsibilities, and ignoring them can cause trouble for everyone involved.

Reporting Sick

When you’re ill, you report it to your employer as soon as possible. That’s not a formality — it’s a legal requirement. You don’t have to share medical details, but you must say you’re unfit for work. Most companies use a company doctor (the bedrijfsarts) or an occupational health service to assess the situation.

The Employer’s Role

An employer in the Netherlands must stay active during your absence. They have to:

Keep paying at least 70% of your salary for up to two years.

Work with you on a reintegration plan (re-integratieplan).

Stay in contact regularly and document each step.

If they don’t, the UWV (Dutch Employee Insurance Agency) can fine them or extend the wage payment period for up to one year!

The Employee’s Role

Employees also have duties. You must:

Cooperate with the reintegration process.

Attend appointments with the company doctor.

Accept suitable work when possible.

Refusing without a valid reason can lead to loss of pay or even dismissal.

After Two Years

If you’re still unable to work after two years, you can apply for a WIA benefit (Work and Income according to Labor Capacity Act). At that point, the UWV checks if both sides — employee and employer — have done what was required. If not, the process can be delayed.

The Dutch approach to absenteeism is pragmatic: sick leave isn’t a vacation, and recovery is a shared responsibility. As long as both sides communicate and follow the rules, the system works well. Ignore them, and it quickly becomes a legal headache and can become very costly for the employer.