Sickness Absence Protocol (Verzuimprotocol)

SICKNESS ABSENCE PROTOCOL (VERZUIMPROTOCOL) ✓Employer name — effective Protocol effective date (Written under the Wet verbetering poortwachter — Gatekeeper Improvement Act)

This protocol sets out the steps that the Employer and a sick employee must follow during illness, to comply with the statutory reintegration timeline and avoid a loonsanctie (sanction of a 3rd year of wage continuation imposed by UWV for failing the process).

1. REPORTING SICK 1.1. Report to: Who to report sick to. 1.2. Reporting procedure

2. OCCUPATIONAL HEALTH SERVICE 2.1. The Employer's occupational health service / company doctor: Occupational health service (arbodienst / bedrijfsarts). 2.2. Home-visit / availability rules

3. WAGE CONTINUATION DURING ILLNESS 3.1. Year 1: Sick pay — year 1 of wage (statutory minimum 70%; some CAOs, including parts of CAO Horeca, provide a higher percentage depending on length of service — verify against the applicable CAO). 3.2. Year 2: Sick pay — year 2 of wage (statutory minimum 70%). 3.3. Total statutory wage-continuation period during illness is up to 104 weeks (2 years).

4. STATUTORY MILESTONES (WET VERBETERING POORTWACHTER) 4.1. Probleemanalyse (problem analysis by the occupational health service): due by Probleemanalyse deadline (week) of illness. 4.2. Plan van aanpak (reintegration action plan, drawn up jointly with the employee): due by Plan van aanpak deadline (week) of illness. 4.3. WIA/UWV melding (registration with UWV for a WIA disability benefit assessment): due by UWV melding deadline (week) of illness. 4.4. Progress is evaluated at least every 6 weeks throughout the process.

5. CONSEQUENCE OF MISSED DEADLINES 5.1. If the Employer's reintegration efforts are found insufficient at the WIA assessment (week 104), UWV may impose a loonsanctie: up to 1 additional year of wage-continuation obligation for the Employer.

6. PRIVACY 6.1. Only the occupational health service / company doctor may assess medical information; the Employer may only be told functional limitations relevant to work, not a diagnosis, in line with AVG (GDPR) and UWV guidance.

Issued by ✓Employer name. Acknowledged by all staff at onboarding.

— — — ⚠️ This is a boilerplate template, not legal advice. Dutch employment, consumer-protection, data-protection, and health & safety law (Burgerlijk Wetboek Boek 7, Arbowet, AVG/GDPR) is detailed and actively changing through 2026–2028 (Wet meer zekerheid flexwerkers, modernisering van het concurrentiebeding, renewal of CAO Horeca after 31 December 2026) — have this document reviewed and adapted by a Dutch employment/legal advisor (jurist/advocaat) before use. Where a Dutch-language version of this document is also used, the Dutch-language version prevails in case of any conflict.