As opposed to most neighbouring countries, in the Netherlands it is the employer who must continue to pay the employee’s salary for the first 104 weeks. There is no state reimbursement for this. Most Dutch employers protect themselves against this enormous financial risk with a sick leave insurance. However, foreign employers can’t always insure their company against financial risks. This depends on your country of residence.

Only after 104 weeks (2 years) will sick employees receive a social benefit from the Dutch government, provided that the employer and employee have fulfilled their obligations imposed by law (Eligibility for Permanent Incapacity Benefit Restrictions Act or the Wet Verbetering Poortwachter). If it is not possible to re-integrate the employee into the workplace within the 104 weeks, the costs can be even higher. For example, if the relevant authority comes to the conclusion that you as an employer have not made sufficient efforts. Investing in a registered service provider such as Interfisc, that helps to minimize sickness-related absences and possible sanctions is then quickly recouped.