Page - Sick Employees
Dismissal Protection for Sick Employees in the Netherlands – And How We Help You Secure a Fair Exit
If you’re an employee in the Netherlands dealing with long-term illness, stress, or a burnout, you might be wondering: Can my employer fire me while I’m on sick leave? The short answer is: not easily.
Dutch law provides strong protection for employees who are sick. In most cases, your employer cannot dismiss you during the first two years of illness. During this period, your employer is generally obliged to continue paying at least 70% of your salary and offer reintegration support.
However, some employees do not wish to return to their job or employer due to stress, workplace conflict, or other personal reasons. In those cases, a mutual termination through a settlement agreement might be a good solution — but only if the terms are fair and carefully negotiated.
Settlement-Agreement.nl Helps You Exit Safely and Fairly
We specialize in helping employees on sick leave or suffering from burnout who no longer want to return to their job. We make sure your exit is:
✅ Voluntary and free from pressure
✅ Legally safe and protects your rights to unemployment benefits
✅ Financially fair, with maximum compensation
✅ Handled with empathy, clarity, and confidentiality
- What Are Your Legal Protections?
- No dismissal allowed during the first 104 weeks of illness, except in rare cases
- No obligation to accept a termination agreement
- Employers must offer reintegration support and a safe return to work
- Any agreement to end the contract must be mutual and well-documented
Settlement-Agreement.nl Helps You Exit Safely and Fairly
We specialize in helping employees on sick leave or suffering from burnout who no longer want to return to their job. We make sure your exit is:
✅ Voluntary and free from pressure
✅ Legally safe and protects your rights to unemployment benefits
✅ Financially fair, with maximum compensation
✅ Handled with empathy, clarity, and confidentiality
- What Are Your Legal Protections?
- No dismissal allowed during the first 104 weeks of illness, except in rare cases
- No obligation to accept a termination agreement
- Employers must offer reintegration support and a safe return to work
- Any agreement to end the contract must be mutual and well-documented
This means you are in a strong negotiating position. If your employer proposes a termination, you have every right to ask for time, legal advice, and better terms.
When Is a Settlement Agreement a Good Option?
You may want to consider a settlement agreement if:
- You don’t feel safe or supported returning to your workplace
- You’ve lost trust in your employer
-
Your burnout or being sick is related to the place you wotk
- You want closure and a fresh start
In such cases, we can help you safely exit while protecting your rights and financial future.
What Can You Expect in a Good Exit Package?
We negotiate for:
- A severance payment above the legal minimum
- Full notice period compensation
- Continued salary during illness until termination date
- Reimbursement of legal fees
Example – From Stress to Resolution
A client suffering from burnout was under pressure to sign a termination deal offering just 1 month’s salary. After our involvement:
- She received 4 months’ salary in severance
- Continued sick pay until the end date
- Legal fees covered by the employer
- WW benefits safely secured
This means you are in a strong negotiating position. If your employer proposes a termination, you have every right to ask for time, legal advice, and better terms.
When Is a Settlement Agreement a Good Option?
You may want to consider a settlement agreement if:
- You don’t feel safe or supported returning to your workplace
- You’ve lost trust in your employer
Your burnout or being sick is related to the place you wotk
- You want closure and a fresh start
In such cases, we can help you safely exit while protecting your rights and financial future.
What Can You Expect in a Good Exit Package?
We negotiate for:
- A severance payment above the legal minimum
- Full notice period compensation
- Continued salary during illness until termination date
- Reimbursement of legal fees
A client suffering from burnout was under pressure to sign a termination deal offering just 1 month’s salary. After our involvement:
- She received 4 months’ salary in severance
- Continued sick pay until the end date
- Legal fees covered by the employer
- WW benefits safely secured