Reporting employee illness

When an employee reports sick, the employer must notify the company doctor or the occupational health and safety service (arbodienst). The company doctor evaluates the employee’s medical condition and determines what work activities the employee may still be able to perform.

If the employee remains ill for more than 42 weeks, the employer must report the sickness to the Employee Insurance Agency (UWV, 2026).

During a longer period of employee illness, both the employer and the employee must make every reasonable effort to ensure the employee can return to work. This may involve returning to the original job, performing modified duties within the organisation, or finding suitable work with another employer.

The return-to-work plan

Employers are responsible for organising and monitoring the employee’s reintegration process. This requires cooperation with the company doctor or occupational health service.

Several steps must be taken within specific timeframes:

• After 6 weeks of illness, the company doctor prepares a problem analysis, describing the employee’s capabilities and limitations.

• In week 8, the employer and employee jointly create an action plan outlining the reintegration strategy.

• Progress meetings between employer and employee must take place every 6 weeks to evaluate the reintegration progress.

• All activities and agreements must be recorded in a reintegration file or return-to-work report.

• Employers should make adjustments where possible, such as modifying tasks, working hours, or the workplace.

The UWV provides a detailed step-by-step guide that explains what actions employers must take throughout the sickness period.

Expert opinion from UWV

If the reintegration process becomes difficult or there is disagreement between employer and employee—for example about the action plan—either party can request an expert opinion from the UWV.

This expert opinion may also be required if the employer wants to start dismissal proceedings because of insufficient cooperation or long-term absence due to illness.

Obligations of the employee 

Employees also have responsibilities during the reintegration process. They must actively cooperate with efforts to return to work. This includes:

• discussing their health situation with the company doctor

• participating in progress meetings with the employer

• helping to prepare and approve the action plan

• following the agreements made in the reintegration plan

• accepting suitable work when possible

Failure to cooperate may have consequences for the employee’s salary or benefits.

Continued payment of salary

during reintegration

During the employee’s sickness period, the employer must continue paying at least 70% of the employee’s salary, including holiday allowance. This obligation applies for a maximum of 104 weeks (two years).

If the reintegration process requires more time, employers may request an extension from the UWV.

Maximum reintegration period

The reintegration process generally lasts a maximum of two years. After this period, the UWV assesses whether the employee is fully or partially unable to work and whether they qualify for disability benefits such as WIA, WGA, or IVA.

As long as the employee remains employed, the employer must continue to help them find suitable work.

The reintegration process ends when:

• the employee fully recovers and returns to work,

• the employment contract ends, or

• the employee is dismissed.

Dismissal after two years of illness

If both the employer and the employee have made sufficient reintegration efforts for two years and the employee is still unable to return to work, the employer may request dismissal.

However, if the UWV determines that the employer did not make enough effort to support reintegration, the employer may be required to continue paying the employee’s salary for an additional year before dismissal is allowed.