What are the obligations of the sick employee?

Your employee must make active efforts for recovery and reintegration. Important reintegration obligations of the employee include:

  • Complying with your reasonable, written verification requirements. After all, you do need information in order to determine whether the employee is entitled to salary
  • Following up on reasonable proposals and measures taken by you or the company doctor
  • Participating in the drawing up, evaluating and updating of a plan of action; and
  • Accepting suitable work

Share on social media

Related questions

  • What obligations do I have towards my sick employee?

    During the first two years of illness you must continue to pay wages and make efforts for the reintegration of the employee:

    Continued payment of wages

    During the first two years of illness you must continue to pay at least 70% of the employee’s salary. Is this less than the statutory minimum wage? Then you must pay the minimum wage during the first year of illness. This does not apply to the second year of illness. Then, you may pay 70% of the wages, even if this is less than the statutory minimum wage.


    You must make an active effort for the reintegration of your employee. You must give the employee the opportunity to return to his or her own job. If that is not possible, you have to look for other suitable work within your own company or at another company. When guiding your sick employee, you must be assisted by a company doctor.

    If you make insufficient effort for the reintegration of your sick employee, the UWV can impose a wage sanction. In that case you will have to continue to pay salary after two years of sickness for up to one more year. Tip: Ensure that all your reintegration efforts are reported in writing in a file!

  • My employee calls in sick. What do I have to do?

    The step-by-step guide shows you exactly which step you have to take at which time after your employee has reported sick. In short, you need to take the following steps:

    • Day 1: sickness notification by employee
    • Week 6: problem analysis
    • Week 8: plan of action
    • Week 42: 42nd week report
    • Week 52: first-year evaluation
    • Week 88: WIA-benefit application
    • Week 91: final evaluation
    • Week 93: submission of reintegration report

    In addition, you must conduct a progress interview with your employee about developments in the reintegration process at least once every six weeks.