If your employee is sick for a longer period, you, as an employer, have certain obligations. Your most important task is to make sure that your employee rehabilitates as soon as possible. If you do not fulfil this obligation, you might have to pay the employee’s salary for a longer period. Our step-by-step guide shows you what to do and when.
Your employee has called in sick? Then you, as an employer, have certain obligations. If you do not fulfil these obligations, the UWV can even oblige you to continue to pay the salary of the sick employee for a longer period. The following step-by-step guide will show you what to do and when in case your employee reports sick.
Another tip: Keep a finger on the pulse! You are obliged to conduct a progress interview with your employee about developments in the reintegration process at least once every six weeks.
As an employer, you are responsible for ensuring that the reintegration process runs smoothly. If you do not make sufficient efforts for the reintegration of your sick employer, the UWV can impose a wage sanction, i.e. the period in which you are obliged to continue to pay the employee’s salary will be extended. You will then have to continue to pay the salary for up to one more year longer after two years of illness.
Therefore, make sufficient efforts for the reintegration of your employee and ensure that your efforts are recorded in full in writing in a file! In addition, get legal advice and engage a professional rehabilitation firm. You can also ask an expert opinion from the UWV to be sure that your reintegration efforts are sufficient.
Do you have any questions about the obligations regarding sick employees? The specialists at Russell Advocaten will be happy to give advice. Please contact us or request our Newsletter Employee illness:
Are you in doubt whether your sick employee is unfit to perform his or her job? Would you like to check whether the reintegration obligations are met by yourself or your sick employee? A UWV expert opinion can answer these questions.
What are your obligations, as an employer, if one of your employees has been off work sick for a long term?
Continuing to pay wages for up to three years in the event of sickness, the UWV doctor who overrules the company doctors, and a discount on your WIA benefit if you start working. Three major irritations in the event of employee sickness the Cabinet wants to address. What are the plans?
As of 1 January 2024, the 30% facility, the tax exemption for expatriates, will be reduced, both in terms of duration and amount. What does the new regulation look like? What does the change mean for expats already in the Netherlands?
As of 1 January 2024, the statutory minimum wage and minimum youth wage will be increased. In addition, the minimum wage will be replaced with the statutory minimum hourly wage, which no longer depends on the extent of full-time employment. Below are the new amounts.
One in three employers in the Netherlands binds employees to a non-compete clause. However, this is not always necessary and hinders employees’ freedom to leave for a new job. The government therefore wants the non-compete clause to meet stricter requirements. What does this mean for employers?