Sick leave and occupational disability in the Netherlands
Foreign employer with staff in the Netherlands? What you must know about sick leave (2-year salary continuation & reintegration duties)
Employers in the Netherlands face strict obligations regarding sick pay and guidance during illness. Discover the consequences of non‑compliance and why payroll & social security alone do not protect you against financial and legal risks.
Sick employees in the Netherlands?
No doctor’s note, but you do have obligations
Do you know how to proceed, when your Dutch employees call in sick? Download this factsheet and find out how it works!
Employing staff in the Netherlands
Are you considering employing permanent or temporary staff in the Netherlands? Than make sure you are well informed on the obligations you should fulfil.
We have listed the most important topics, click to read more on:
Employing staff in the Netherlands >>As opposed to many other countries, employers in the Netherlands have a much more extensive responsibility when their employees are on sick leave. Both from a financial as well as from an operational point of view. The Dutch government has privatized the Statutory Sick Pay schemes, making employers responsible for the payment of salary to and re-integration into the workplace of their employees. There are major consequences for employers if they are in any way non-compliant.
what can go wrong?
Imagine a situation in which you have outsourced the salary administration to a regular payroll provider who takes care of the monthly tax returns and pay slips.
Please keep in mind that:
- many payroll providers limit themselves to the absolute minimum legal obligations that you have as an employer
- a health and safety service or an absenteeism insurance (also called sick pay insurance) is not a standard part of payrolling services provided in the Netherlands.
Some payroll service providers do try to assist their client in finding an insurance company and a health and safety service, but they come to the conclusion that this is impossible if the employer is not officially registered in the Netherlands.
A brief overview of the risks if you do not comply with the local obligations in the Netherlands:
- Your continued payment of wages to a sick employee for the duration of 104 weeks is not compensated for
- The employer costs, including social security premiums, car lease and pension plan are not compensated for either
- If there is no health and safety service, so the criteria of supporting the employee in returning to work have not been met, the employer runs the risk of having to pay continued wages for a third year
- Depending on the reason for being incapacitated to work, it may well be compulsory for you as an employer to compensate the damages to the employee. For example, additional payment of wages on top of the government benefits and/or paying for adjustments to the employee’s house that are necessary due to the employee’s disability.
how can we help?
At Interfisc, we make sure that you know what to do if your Dutch employee is reporting sick.
Feel free to read our information so you are well aware of your obligations:
Our advice? Don’t wait until it’s too late but make your arrangements right from the start. Contact us!
Employing staff in the Netherlands
Are you considering employing permanent or temporary staff in the Netherlands? Than make sure you are well informed on the obligations you should fulfil.
We have listed the most important topics, click to read more on:
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Since 1972, Interfisc has offered international HR & Payroll solutions in the Netherlands, Belgium, Germany, France, the United Kingdom, and Italy. We do this from our offices in the Netherlands and Belgium, and with an international team of around 45 committed and caring employees.
- Thorough knowledge of local rules on employment law, social security, taxes, employee benefits and health & safety
- We keep you informed of changes in local legislation, supplemented with practical solutions
- One point of contact for all your questions
- Expert in cross border payroll solutions since 1972
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