Continued Wage Payment During Illness on a Temporary Contract in Zoetermeer
In Zoetermeer, just like elsewhere in the Netherlands, as an employee with a temporary contract, you have the right to continued wage payment during illness, but this only applies until the end of your contract. Afterward, you can transition to a Sickness Act benefit through the UWV. This article, tailored for residents of Zoetermeer, discusses the rules from Dutch employment law and provides local tips for support through organizations like the Zoetermeer Legal Aid Office.
What Does Continued Wage Payment During Illness Mean for Temporary Contracts?
Continued wage payment during illness requires your employer in Zoetermeer to continue paying your salary if you are unable to work due to illness, but only for as long as your temporary contract is in effect. Unlike permanent positions, this payment stops at the end of the contract, even if you are still recovering. You can then apply for a benefit from the UWV, provided you meet the requirements. This protects flexible workers in the region from income loss, though the coverage is more limited than for indefinite contracts.
The law encourages recovery and reintegration, while employers in Zoetermeer are urged to actively participate. Illness does not automatically extend your temporary contract; it ends on the specified date. If your contract ends during illness, you must quickly apply for a Sickness Act benefit from the UWV. For more details on flexible workers, see our overview of the Sickness Act for flexible workers and temporary agency staff. In Zoetermeer, you can seek free advice from the Zoetermeer Legal Aid Office about your specific situation.
Legal Foundations
The obligations for continued wage payment during illness are outlined in the Dutch Civil Code (BW), Book 7. Article 7:629 BW requires wage continuation during illness for up to 104 weeks (2 years), unless the contract ends earlier. For temporary contracts (Article 7:668a BW), the contract for a fixed term remains in place and does not end due to illness.
After the contract ends, you fall back on the Sickness Act (ZW), as regulated by the Incapacity Insurance Act and the Sickness Act. Article 19 of the ZW grants individuals with temporary jobs access to a benefit if the employer stops paying. In the first two years, the employer pays at least 70% of the salary (often 100% in the first year under a collective labor agreement), and the Sickness Act benefit is also 70% of the daily wage, capped at €274.44 (2023). Note: For temporary contracts in Zoetermeer, you must meet wage-related conditions, such as having sufficient working days in the previous year. Temporary agency workers fall under ABU or NBBU collective agreements. In case of disputes, you can turn to the Zoetermeer District Court.
Your Rights and Obligations Regarding Continued Wage Payment
Rights as an Employee in Zoetermeer
If you fall ill during a temporary contract in Zoetermeer, the following applies:
- Continuation of wages until the contract ends (at least 70%, often higher under a collective labor agreement).
- Protection against termination during illness, except in urgent cases (Article 7:670 BW).
- Reintegration support from your employer, including a return-to-work plan (PVA) within 8 weeks of sick leave.
- After contract expiration: Sickness Act benefit via UWV, after two waiting days, if you are still unfit for work.
Obligations as an Employee
- Report your illness to your employer immediately (typically within 2 days).
- Cooperate with reintegration efforts, such as consultations with the occupational health service or returning to work.
- After contract expiration: Submit a Sickness Act application to the UWV within 2 weeks.
- Avoid activities that hinder your recovery.
Employers in Zoetermeer must continue paying wages and inform the occupational health service, but the short duration of temporary contracts emphasizes the need for quick reintegration. The Municipality of Zoetermeer provides additional information on local employment support.
Practical Examples in Zoetermeer
Example: You are working on a 6-month temporary basis in a Zoetermeer warehouse and become ill after 3 months due to a back injury. Your employer pays 100% of your wages (as per the collective agreement) until the end. After 6 months, if you are still ill, you apply for Sickness Act benefits from the UWV: 70% of your daily wage, for instance €50 based on a gross monthly salary of €2,000. This illustrates the importance of taking timely action for a smooth transition.
Another case: With an on-call contract in the Zoetermeer area, you report illness for scheduled shifts, with payment continuing for those shifts. Without extension, you may qualify for Sickness Act benefits if you have sufficient working hours in the previous year. Disputes often arise with chain contracts (maximum of 3 consecutive ones, Article 7:668a paragraph 2 BW). The Zoetermeer Legal Aid Office can assist with such issues.
Comparison: Temporary vs. Permanent Contract
Clear differences:
| Aspect | Temporary Contract | Permanent Contract |
|---|---|---|
| Wage Continuation | Only until contract end (max. 104 weeks) | Full 104 weeks |
| After Contract End | Sickness Act benefit via UWV | No end; wages continue |
Veelgestelde vragen
Wat is mijn retourrecht?
Bij online aankopen heb je 14 dagen retourrecht zonder opgaaf van reden, tenzij de wettelijke uitzonderingen gelden.
Hoe lang geldt de wettelijke garantie?
Goederen moeten minimaal 2 jaar meewerken. Defecten die binnen 6 maanden ontstaan worden verondersteld al aanwezig te zijn.
Kan ik rente eisen over schulden?
Ja, je kunt wettelijke rente eisen (momenteel ongeveer 8% per jaar) over het openstaande bedrag.
Wat kan ik doen tegen oneerlijke handelspraktijken?
Je kunt klacht indienen bij de consumentenbond, de overheid of naar de rechter gaan.
Wat is een kredietovereenkomst?
Een kredietovereenkomst regelt hoe je geld leent, wat de rente is, en hoe je dit terugbetaalt.