Income during long-term illness in the Netherlands
Becoming long-term sick can raise many concerns about your income. For employees with a chronic progressive condition, reporting sick often marks the beginning of an uncertain period. Questions about your health, work, and financial situation become increasingly intertwined. The laws and regulations surrounding sick leave and a potential WIA application are complex, which can make the process difficult to navigate. This uncertainty about your income can cause significant stress, especially as your limitations increase.
If you become ill, your employer is required to continue paying your salary for the remaining duration of your contract. If you have a permanent contract, this obligation is limited to 104 weeks (two years) of sick leave. This period is known as the waiting period. During this time, you work together with your employer on reintegration that matches your capacity. You are also protected against dismissal during this period.
During the waiting period, you are:
- entitled to continued salary payment (sick pay)
- protected against dismissal
- entitled to support with recovery and adapted work
Salary continuation is at least as follows:
- First year of illness: at least 70% of your gross salary, but never below the statutory minimum wage.
- Second year of illness: at least 70% of your gross salary.
Many collective agreements (CAOs) supplement the minimum statutory obligation under Dutch law to (almost) 100% of the gross salary for part of this period, usually during the first year. It is therefore important to carefully review your employment contract and collective agreement so that you know what income you are entitled to if you become long-term sick.
Your rights regarding income during long-term illness
As an employee on long-term sick leave, you are entitled to strong legal protection. During the first 104 weeks of illness, protection against dismissal applies—even in the case of restructuring. An employer cannot simply terminate employment due to illness and is legally required to actively support reintegration.
Guidance from an occupational physician and support in finding suitable or adapted work are guaranteed. Responsibility for the reintegration process is shared between the employee and the employer. If the employer fails to meet these obligations, the UWV (the Dutch social security authority) may impose a wage sanction, requiring the employer to continue paying the employee’s salary for a longer period.
Action can also be taken independently by requesting a second opinion from the company doctor or appealing UWV decisions. In addition, support from a trade union or specialized advisors can provide valuable guidance throughout the process.
Importantly, replacing the role with another employee or claiming redundancy due to organizational changes does not remove the employer’s obligation to support reintegration.
Income and incapacity for work during long-term illness
WIA is a Dutch abbreviation for the Work and Income (Capacity for Work) Act. It provides income support for employees in case of (partial) incapacity for work. You may be eligible for a WIA benefit if you are at least 35% incapacitated for work after two years of sick leave.
Before the sick leave period ends, the UWV assesses whether you are entitled to a WIA benefit. This benefit replaces the income you are no longer able to earn due to illness. It is not compensation for the illness itself, but for the resulting loss of income.
The level of your WIA benefit depends on your degree of incapacity for work:
- WGA benefit (35–80% or 80–100% with recovery prospects):
approximately 70% of your previous taxable salary - IVA benefit (80–100% and permanent):
approximately 75% of your previous taxable salary
How long does it take to receive a WIA benefit?
A standard WIA procedure starts after 88 weeks of sick leave. At that point, you automatically receive an information letter from the UWV about the upcoming application. The application must be submitted before week 93 of your sick leave.
After submitting your WIA application, the UWV generally makes a decision within 8 weeks. In cases involving complex medical assessments, this period may be extended. In practice, due to backlogs, the UWV does not always meet this deadline.
The UWV assesses your ability to work based on medical information from your treating physician, the occupational physician, and the insurance physician. The focus is on what you are still able to do, rather than solely on your limitations. This principle of “capacity-based work” is central to the WIA.
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The difference between partial and full disability
The WIA is designed to protect your income when you are unable to earn (part of) your income due to long-term illness. After two years of illness, the UWV assesses your degree of incapacity for work. Based on the income you are no longer able to earn, this results in one of four possible outcomes:
- Less than 35% incapacity for work:
No entitlement to WIA benefits. - 35–80% incapacity for work:
You receive WGA benefits of approximately 70% of your previous taxable salary (up to the statutory maximum daily wage), combined with the obligation to work according to your remaining capacity. - 80–100% incapacity for work:
The UWV assesses your recovery prospects. If recovery is expected, you receive WGA benefits. If the incapacity is deemed permanent, you receive an IVA benefit of approximately 75% of your previous taxable salary (up to the statutory maximum daily wage).
For people with chronic progressive conditions such as Parkinson’s, MS or ALS, this distinction is particularly important. These conditions often worsen over time, making recovery prospects a crucial factor in determining whether a WGA or IVA benefit is appropriate.
Income above the statutory maximum daily wage
If your salary exceeds the statutory maximum daily wage, your WIA benefit is only calculated up to this limit. This means that part of your previous income is not taken into account, which can lead to a noticeable decrease in your total income once the WIA benefit starts.
For employees with a higher income, this income gap can be significant. To address this, some employers offer a WIA excess insurance (WIA-excedentverzekering). This type of insurance provides additional coverage for the part of your salary that falls above the statutory maximum daily wage, helping to reduce the difference between your previous income and your WIA benefit.
It is therefore important to check your employment contract, collective agreement (CAO), or any additional insurance, so you know whether such arrangements apply to your situation and what this means for your income during long-term illness.
Support with your income during long-term illness
Becoming unable to work due to a chronic or progressive illness comes with many challenges. UwVerzuimregisseur guides you step by step through the entire WIA process: from the first sick report to a potential objection procedure.
Our team consists of registered labour experts as well as people with lived experience. They not only understand the laws and regulations but also know what it means to live and work with a chronic condition such as Alzheimer’s, COPD or other progressive diseases.
Our tailored support includes, among other things:
- Personal one-on-one assistance during medical assessments and UWV meetings
- Help with completing and reviewing complex forms and reports
- Strategic advice on reintegration, capacity and workplace adjustments
- Insight into the financial consequences of a WIA benefit
- Support with objection and reassessment procedures
- Understanding, recognition and space for the emotional impact of long-term illness
We ensure that you are not alone during a process that is often uncertain and demanding. By combining professional expertise with personal experience, we help you make well-informed decisions about your work, your income and your future.
Schedule a free online intake
During a no‑obligation 30‑minute online intake consultation, we will discuss how we can support you with work, income and benefits in case of a chronic progressive condition.
