“A sick employee enjoys far-reaching protection. This entails a number of important obligations for the employer. Advice from a lawyer with extensive experience in the field of illness and reintegration is therefore essential”
Employers have a number of important obligations when it comes to employees who become incapacitated for work due to illness.
For example, an employer is required by law to continue to pay wages during illness. An employer must ensure that the employee reintegrates into work so that the employee can return to the work process in due course. An employer must be assisted in this by an occupational health service or company doctor. The sick employee is also expected to make every effort to reintegrate into work.
For both the employer and the employee, sanctions can be expected if these obligations are not met. A wage penalty can be imposed on an employer. An employee who does not meet his or her reintegration obligations can be denied the right to wages and in exceptional cases even be dismissed.
In principle, an employer can dismiss a sick employee after two years of incapacity for work. In that case, there is a dismissal due to long-term incapacity for work.
Illness and incapacity for work in practice
The health and safety doctor has given advice about the reintegration of a sick employee, what should an employer do now? What are ‘work-related factors’ and is there a question of incapacity for work due to illness? And can dismissal be made after 2 years of illness due to long-term incapacity for work?
On the basis of cases in which we advised, you can see exactly how our firm can be of service.
