A holiday request from a fully or partly sick employee affects leave, pay, staffing and the reintegration file. Statutory holiday keeps accruing during sickness. Holiday taken during sickness is paid at full wage. Conflicting records can cause payroll corrections and roster gaps.
Why this matters
Dutch rules distinguish sickness during agreed holiday from holiday requested during sickness. The two situations can be processed differently. Leave type matters too. Statutory holiday, above-statutory holiday and ADV may follow different contract or collective labour agreement rules. Full holiday pay can raise wage costs when sickness pay is lower. The manager and payroll adviser need matching records. The reintegration file must match them. Medical details stay with the company doctor or occupational-health service.
Example
An employee on a 36-hour contract is working 18 hours under a reintegration schedule. She asks for one week of holiday. Payroll checks the leave category, contract, work pattern and collective labour agreement. For statutory holiday, contractual hours are the starting point. The employer records the request dates, decision and leave category. Payroll checks the balance and applies full holiday pay. The roster and Plan of Action must match. Afterward, they confirm her next working day, hours and duties.
XTROVERSO tips
- Identify the type of absence. Record whether this is holiday during sickness, sickness during agreed holiday, ADV or another leave type. Do not use one payroll code for every absence.
- Keep leave balances separate. Separate statutory holiday, above-statutory holiday and ADV. Check the employment contract and collective labour agreement before deducting hours.
- Check pay before payroll closes. Holiday during sickness is paid at full wage. Confirm the wage treatment, leave deduction and payroll date before processing the request.
- Match the working records. Compare the request with the roster, agreed hours and current Plan of Action. Correct differences while the dates and arrangements are clear.
- Keep medical details out of the file. Record work capacity, adjusted duties, working times and process steps. Send medical questions to the company doctor or occupational-health service.
- Review the return after the holiday. Confirm the employee’s next working day, hours and duties. Update the Plan of Action if the practical reintegration arrangements change.
Need a second check on a sick employee’s holiday request, payroll treatment or reintegration record?
The data, sourcing, and analysis behind this article were conducted by Linda Pavan. AI was not used to identify sources, build the factual basis, or produce the analytical judgment contained here. AI was used only as a drafting aid. The final English text was personally reviewed, edited, and approved by Linda Pavan before publication.
References
- Zieke werknemer op vakantie: welke verlofuren schrijf je af? · Salaris Vanmorgen
- Rijksoverheid — Holiday entitlement and accrual during full or partial sickness
- Rijksoverheid — Deducting leave against sickness absence
- Wettenbank — Statutory framework for holiday, sickness and pay
- Rijksoverheid — Pay during holiday taken while sick
- UWV — Cooperation between employee and employer during reintegration
- UWV — Plan of Action and adjusted work
- Nederlandse Arbeidsinspectie — Occupational health and medical confidentiality
