Salary and leave during illness
The Sickness and Disability Scheme of the Dutch Universities prescribes that, if you are partly or wholly absent due to illness, you will continue to receive your full salary for the first 39 weeks. After 39 weeks the salary for the hours you are not working due to illness will be reduced to 76%.
- You have an 0,8 fte employment contract, i.e. (0,8 x 38 =) 30,4 hours.
- Your gross monthly salary, based on a fulltime employment contract, is € 2.400,-.
- You reported ill on 1 January 2013. The records of the medical officer show that you will be working 19 hours per week from 1 October 2013. This means that as from 1 October 2013 you are ill for 11,4 hours a week.
Your monthly salary as from 1 October 2013 has thus been calculated as follows:
(19/38) x 2400 = € 1.200,00
(11,4/38) x 2400 x 76% = € 547,20
€ 1.747,20 gross per month
If you agree with the company doctor to changes in your weekly working hours, your salary will be adjusted accordingly. You will not receive a separate letter to confirm this. We recommend that you carefully check your payslip each month.
Read the full text of the Ziekte- en Arbeidsongeschiktheidsregeling Nederlandse Universiteiten (ZANU) on the VSNU website (only in Dutch)
Leave during illness
Ill employees will accrue the same number of holiday hours as non-sick employees. Accrual of compensation hours in the context of flexible working hours will be limited to six months after the first day of illness.
The managers, with the assistance of the medical officer, will ensure that the ill employee takes holiday entitlement. This obligation is only void if the ill employee is not in a condition to take the holiday hours. An ill employee is able to take leave if he/she is able to reintegration activities.
The holiday hours will be deducted with due observance of the employee’s agreed working time per day.
Taking leave after recovery
An employee is only confirmed fully recovered once s/he has worked the full number of hours stated in his/her contract for at least four consecutive weeks after the period of illness. Taking leave during these four weeks can lead to the new illness period being assessed as ‘continuously incapacitation for work’ if the employee falls ill again, because using leave means that the employee is not working their full hours.