THIS Country Allows 2 Years Of Sick Leave While Paying You 70% Of Your Salary

In most countries, sick leave is measured in days, but in the Netherlands, it is measured in responsibility. Under Article 7:629 of the Dutch Civil Code, employers must continue paying at least 70% of an employee’s salary for up to 104 weeks of illness. That two-year obligation is not merely a saying, it is enforceable, and it fundamentally shapes how Dutch workplaces approach health. 

Why Do Dutch Employers Pay Up To 104 Weeks Of Sick Leave?

While 70% is the legal minimum, many employers contractually agree to pay 100% during the first year. Some also apply one or two waiting days before wage continuation begins, but only if this is clearly stated in the employment agreement.

There is no annual “cap” on sick days. If someone is ill, they stay home. The system does not ask, “How many days do you have left?” It rather asks, “What does recovery require?” That difference is structural and makes all the difference the world needs in these times of burnout.

And reintegration is not optional. The Gatekeeper Improvement Act requires both the employer and employee to actively document efforts to return to work. Within the first weeks of long-term illness, a structured plan must be created. Adjusted duties, reduced hours, alternative roles, all these are explored formally. If, after 104 weeks, the employee is still unable to work, the employer may request dismissal approval from the Dutch Employee Insurance Agency (UWV). At that point, the employee may apply for benefits under the Work and Income (Capacity for Work) Act (WIA).

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All You Need To Know About This

But here is where the system becomes particularly distinct: medical privacy is tightly guarded. When an employee calls in sick, the employer is not permitted to ask for a diagnosis. Not “Is it serious?”, not “What do you have?” Health data remains confidential. Instead, assessments are handled by an independent occupational physician, the bedrijfsarts, or company doctor. 

If illness extends beyond six weeks, consultation becomes mandatory. The company doctor evaluates work capacity, recommends adjustments, and provides legally recognised guidance on reintegration. Their assessment carries more significance than a personal GP’s note in employment matters.

Dutch law also requires employers to have access to such occupational health support. This is not a courtesy benefit; it is a compliance requirement tied to broader obligations under the Working Conditions Act. 

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Also, the Dutch model is demanding for employers. Two years of wage continuation is a serious financial commitment. But it is equally demanding for employees, who must actively cooperate in recovery and reintegration efforts. The system works because responsibility runs both ways, and because health, in this framework, is treated as a long-term economic variable, not a short-term inconvenience.

Cover Image Courtesy: filadendron/canvapro (representative image)