After two years, you may stop paying wages. The prohibition to terminate will cease and you can terminate the employment contract. If you do this, you must pay a transition compensation. You can request the UWV to compensate you for the compensation you have paid.
During the first two years of an employee’s incapacity to work, there are various obligations you, as an employer, have to fulfil. But what happens if your employee will still be unable to work after two years? In that case, you are allowed to:
During the first two years of sickness absence, the employer has to continue to pay the wages of the ill employee. After two years, the employment contract will continue to exist but the obligation to continue to pay wages will cease. If the employee is still unable to work after two years, you will, in principle, not be required to pay wages anymore.
If you have not fulfilled the re-integration requirements during the first two years of illness, UWV (Employee Insurance Agency) can determine however that you will have to continue to pay the employee’s wages for a maximum period of one more year.
What if the employee will be incapacitated for work for at least 35% after two years but not completely and lastingly unable to work? Then, the employee will be entitled to a WGA (Partially Disabled Persons Regulations) benefit. This benefit will be charged on to you. You can take out insurance to cover this risk.
During the first two years of sickness absence you are not allowed to dismiss the employee. After two years, the prohibition to terminate will cease and you can terminate the employment contract. This can be done by mutual agreement and the employee or you can apply to UWV for a permit to terminate the contract of employment.
Since the introduction of the Work and Security Act, you will have to pay transition compensation upon termination of the contract of employment, even if you have been continuing to pay the employee’s wages for two years. For this reason, employers often choose to keep the employment dormant. Then, the employer will still be required to make an effort regarding the re-integration of the employee and has to allow the employee to work and must pay wages when he is better.
The government has introduced a bill containing measures to compensate employers for the transition compensation in case of dismissal due to long-term sickness absence. These measures have become effective in 2020.
Would you like to get more information on what needs to be done during the first two years of illness and beyond? We will gladly let you know what you may do and must do! Please contact us:
Did you pay an employee transition compensation who was ill for two years before 1 April 2020? You can be compensated! However, you must submit your application for compensation by 30 September at the latest. What conditions does your request have to meet?
Your employee has called in sick. What do you have to do to avoid an extension of the period in which you are obliged to continue to pay salary? Here is a practical step-by-step guide.
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On Monday 4 November 2024, Russell Advocaten Russell Advocaten will host a seminar on Dutch labour law for diplomats, consular agents, and administrative staff from Embassies and Consulates in collaboration with Diplomat Magazine.
On Wednesday 2 October 2024, Jan Dop will be one of the members of the panel that will present timely labor and employment law issues to Primerus clients.
On Tuesday 24 September 2024, Reinier Russell and Jan Dop will speak at the Technical Meeting of PAiE, the organisation of professional accountants in Europe.
