Sick, now what? How clear agreements help you return to work more easily
What should you do when you fall ill? And what can you expect from your direct supervisor? As both an HR adviser and someone with personal experience, Marian van de Walle outlines the key things you need to know.
‘A few years ago, I became ill and had to undergo surgery. Together with my supervisor, I made clear agreements about my absence and who could temporarily take over my work.
In the Netherlands, there’s a regulation that ensures your full salary is paid during the first year of illness. That’s a good safety net. But this net comes with shared responsibilities — between employee and employer.
Just like I did, the first step is to report sick to your supervisor and make agreements about the expected duration of your absence, and whether any work or appointments need to be handed over. You also need to report your absence yourself via the service portal.
Your supervisor will stay in touch with you regularly while you’re off. This isn’t to check up on you, but part of being a good employer — and based on the idea that it's not about what you can’t do, but about what you still can do.
How about?
What question should you ask HR, and when should you go to the PSSC? How is leave arranged, and how does career development work? In this section, an HR colleague answers a different question each time.
In most cases, sick leave only lasts a few days. But sometimes it’s longer, and then it’s important to start making plans for your return. The University doctor advises the employer in this process.
You can make an appointment with the University doctor via this page. As an HR adviser, I always recommend filling this out together with your supervisor. The form also includes example questions you can ask the doctor. Personally, I find it a useful tool — it often helps clarify the situation.
If your absence lasts longer, there’s a legal requirement to create a ‘plan of action’ within eight weeks of your first sick day. In this plan, you and your supervisor make agreements about returning to your current job or, in some cases, to adjusted duties. From day one, the Dutch ‘Wet Verbetering Poortwachter’ applies. Want to know more about how this works at our organisation? This practical leaflet explains it all: Sick leave? What to know and do.
What is the role of the HR adviser?
As an HR adviser, I support supervisors during this process, especially when an absence lasts longer than six weeks. We monitor sickness absence figures and advise not just supervisors, but also institute and faculty boards. If we notice, for example, that absence is rising in a certain team, we ask follow-up questions. If a staff member reports sick frequently (think three times a year), we ask the supervisor whether there might be an underlying issue. Together, you can explore ways to prevent further absence. If needed, the HR adviser can join a conversation to clarify any part of the process.
I personally was able to return to work part-time after three weeks, and fully after five. Because my supervisor and I made clear and realistic agreements, it felt manageable to restart. That helped. We both knew where we stood.’