{"id":7112,"date":"2026-05-19T15:03:31","date_gmt":"2026-05-19T13:03:31","guid":{"rendered":"https:\/\/kc-advocaten.nl\/blogs\/the-long-term-sick-employee-and-the-wage-sanction\/"},"modified":"2026-06-23T12:51:36","modified_gmt":"2026-06-23T10:51:36","slug":"the-long-term-sick-employee-and-the-wage-sanction","status":"publish","type":"post","link":"https:\/\/kc-advocaten.nl\/en\/blogs\/the-long-term-sick-employee-and-the-wage-sanction\/","title":{"rendered":"The Long-Term Sick Employee and the Wage Sanction"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"7112\" class=\"elementor elementor-7112 elementor-6856\" data-elementor-post-type=\"post\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-3c169a53 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"3c169a53\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-extended\">\n\t\t\t\t\t<article class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-4470ec87\" data-id=\"4470ec87\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-cfc56be elementor-icon-list--layout-traditional elementor-list-item-link-full_width elementor-widget elementor-widget-icon-list\" data-id=\"cfc56be\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"icon-list.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul class=\"elementor-icon-list-items\">\n\t\t\t\t\t\t\t<li class=\"elementor-icon-list-item\">\n\t\t\t\t\t\t\t\t\t\t\t<a href=\"https:\/\/kc-advocaten.nl\/over-ons\/hian-li-ko\/\">\n\n\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-text\">Hian Li Ko<\/span>\n\t\t\t\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t<li class=\"elementor-icon-list-item\">\n\t\t\t\t\t\t\t\t\t\t\t<a href=\"tel:+31103510299\">\n\n\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-text\">010 35 10 299<\/span>\n\t\t\t\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t<li class=\"elementor-icon-list-item\">\n\t\t\t\t\t\t\t\t\t\t\t<a href=\"mailto:ko@kc-advocaten.nl\">\n\n\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-text\">ko@kc-advocaten.nl<\/span>\n\t\t\t\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t<\/ul>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1ede053 elementor-widget elementor-widget-image\" data-id=\"1ede053\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<a href=\"https:\/\/kc-advocaten.nl\/over-ons\/hian-li-ko\/\">\n\t\t\t\t\t\t\t<img decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/kc-advocaten.nl\/wp-content\/uploads\/2026\/03\/Hian-Li-scaled-1-150x150.webp\" class=\"attachment-thumbnail size-thumbnail wp-image-7062\" alt=\"\" \/>\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7a7e301 elementor-widget__width-initial elementor-widget elementor-widget-text-editor\" data-id=\"7a7e301\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><strong>Employers are legally required to make every reasonable effort to support the reintegration of an employee who is unfit for work. But what happens if, after 104 weeks of incapacity for work, the UWV concludes that the employer has failed to fulfil its reintegration obligations? In that case, the UWV may impose a wage sanction (loonsanctie) on the employer. This means that the employer can be required to continue paying the employee\u2019s wages for up to an additional 52 weeks. What are the rules governing a wage sanction? How can an employer prevent a wage sanction from being imposed? And what options are available if the employer is nevertheless faced with a wage sanction?     <\/strong><\/p><h2><strong>What is a wage sanction?<\/strong><\/h2><p>An employer is legally required to continue paying the wages of an employee who is unfit for work for a maximum period of 104 weeks, during the so-called waiting period. In most cases, it is agreed that the employer will continue to pay 100% of the employee\u2019s salary during the first year of sickness and 70% during the second year. If no specific arrangements have been made, the statutory obligation is to pay 70% of the employee\u2019s wages during both the first and second year of sickness, subject to a maximum of 70% of the statutory maximum daily wage. During the first year of sickness, however, the employee must receive at least the statutory minimum wage.  <\/p><p>Around week 88 of the employee\u2019s incapacity for work, the employee must apply for a <a href=\"https:\/\/www.uwv.nl\/nl\/wia\">WIA benefit<\/a> from the <a href=\"https:\/\/www.uwv.nl\/nl\">UWV<\/a>. <br\/>As part of this application, the employee must submit the reintegration report, which contains all key documents prepared during the employee\u2019s period of sickness absence. If the UWV, on the basis of this report, concludes that the employer has failed, without a valid reason, to make sufficient efforts to reintegrate the employee, it may extend the employer\u2019s wage payment obligation by up to 52 weeks. This extension is known as a wage sanction. As a general rule, a wage sanction requires the employer to continue paying 70% of the employee\u2019s wages, subject to a maximum of 70% of the statutory maximum daily wage, unless the parties have agreed otherwise regarding the employee\u2019s entitlement to wages during the third year of sickness absence.<br\/> <br\/> <br\/>    <\/p><h2><strong>Administrative and Substantive Wage Sanctions<\/strong><\/h2><p>The UWV may impose an administrative wage sanction if the reintegration report submitted with the WIA application is incomplete or has been submitted late. Once the missing documents have been provided and approved, the UWV may shorten the duration of the sanction. <\/p><p>Once the UWV has determined that the reintegration report is complete, it proceeds to assess the employer\u2019s reintegration efforts on the merits. In doing so, the UWV considers the following questions:<\/p><ol><li>Has a satisfactory reintegration outcome been achieved?<\/li><li>If not, were the reintegration efforts sufficient?<\/li><li>If not, was there a valid justification for this?<\/li><li>If not, can the shortcomings still be remedied?<\/li><\/ol><div> <\/div><p>According to the UWV, a reintegration outcome is considered satisfactory only if it results in a (partial) return to work of a structural nature. The UWV defines this as either employment with the employee\u2019s current employer on a permanent basis, or employment with another employer for a period of at least six months. If a satisfactory reintegration outcome has been achieved, no wage sanction will be imposed.  <\/p><p>If the reintegration outcome is not considered satisfactory, the UWV will assess whether the employer\u2019s reintegration efforts were nevertheless sufficient. The employer\u2019s efforts will generally be regarded as sufficient if: <\/p><ul><li>sufficient investigation has been carried out into the employee\u2019s reintegration possibilities within the employer\u2019s own organisation; and<\/li><li>a timely search has been undertaken for suitable opportunities outside the employer\u2019s organisation (a so-called second-track reintegration programme); and<\/li><li>the employer has taken appropriate measures where the employee failed to cooperate sufficiently with the reintegration process (for example, by suspending or discontinuing wage payments).<\/li><\/ul><p>If the employer has made sufficient reintegration efforts, the UWV will not impose a wage sanction.<\/p><p>If the UWV concludes that the employer\u2019s reintegration efforts were insufficient, it will then assess whether the employer had a valid justification for those shortcomings. Such a justification may exist, for example, where all suitable positions within the organisation are already occupied by other employees. In that situation, the employer cannot reasonably be expected to dismiss another employee in order to redeploy the employee who is unfit for work. If the UWV finds that a valid justification exists, it will not impose a wage sanction. However, if no valid justification can be identified, the UWV will finally assess whether the shortcomings in the reintegration process can still be remedied. Only where the shortcomings cannot be remedied will the UWV refrain from imposing a wage sanction. If the shortcomings can be remedied, the employer may be given additional time to do so, accompanied by a wage sanction.<br\/>     <\/p><h2><strong>Decision Period<\/strong><\/h2><p>The UWV&#8217;s decision imposing a wage sanction must be issued no later than six weeks before the end of the waiting period. Once the waiting period has expired, the UWV is no longer authorised to impose a wage sanction. <\/p><h2><strong>Reduction of the Wage Sanction Period<\/strong><\/h2><p>A wage sanction is imposed for a standard period of 52 weeks, regardless of the nature or severity of the shortcomings identified. If the employer believes that it has subsequently fulfilled its reintegration obligations or remedied the administrative deficiencies, it may submit a request for reduction of the sanction period (bekortingsverzoek) to the UWV. In this request, the employer must demonstrate that it has now complied with its obligations. The UWV must decide on the request within three weeks of receipt. If the UWV determines that the employer has fulfilled its obligations, the wage sanction will end six weeks after that decision.<br\/>If the UWV fails to decide on the request within the prescribed period, the resulting delay will be compensated by a corresponding reduction in the remaining duration of the wage sanction.     <\/p><h2><strong>Objecting to a Wage Sanction<\/strong><\/h2><p>The employer may also file an objection against the wage sanction decision within six weeks. During the objection procedure, the UWV conducts a full reassessment of the decision in light of the facts and circumstances put forward by the employer. In the course of this review, the UWV may not rely on new or different shortcomings as grounds for maintaining the wage sanction. If it is subsequently established that the UWV imposed the wage sanction incorrectly, the employer may submit a claim for compensation. This may include reimbursement of, among other things, the wages that were wrongly paid during the sanction period and the associated employer costs and social security contributions.   <\/p><h2><strong>Expert Opinion<\/strong><\/h2><p>An employer may request an expert opinion (deskundigenoordeel) from the UWV on whether it has fulfilled its reintegration obligations adequately. If the UWV concludes in that expert opinion that the employer\u2019s reintegration efforts were sufficient, it may not subsequently depart from that assessment when reviewing the employer\u2019s reintegration obligations at the end of the waiting period. In other words, the UWV is bound by its earlier expert opinion when deciding whether a wage sanction should be imposed.  <\/p><h2><strong>Conclusion <\/strong><\/h2><p>A wage sanction can have significant financial consequences for employers. It is therefore essential that employers comply with their reintegration obligations in a timely and diligent manner and ensure that the reintegration report is prepared carefully and comprehensively. If a wage sanction is imposed, it is always advisable to assess whether there are grounds for reducing the sanction period or filing an objection against the decision.  <\/p><p>Do you have any questions following the above? If so, please feel free to contact the lawyers at Ko &#038; Co Advocaten for a no-obligation consultation. <\/p><p><span style=\"background-color: var( --e-global-color-693af75 );\"><span style=\"vertical-align: inherit;\">Hian Li Ko | <\/span><\/span><span style=\"background-color: var( --e-global-color-693af75 );\"><span style=\"vertical-align: inherit;\">Ko &#038; Co Advocaten<\/span><\/span><\/p><p><img decoding=\"async\" class=\"alignnone wp-image-209\" src=\"https:\/\/kc-advocaten.nl\/wp-content\/uploads\/2023\/01\/kc-logo-vrij-zonder-tekst-staand-300x228.png\" alt=\"\" width=\"126\" height=\"96\" srcset=\"https:\/\/kc-advocaten.nl\/wp-content\/uploads\/2023\/01\/kc-logo-vrij-zonder-tekst-staand-300x228.png 300w, https:\/\/kc-advocaten.nl\/wp-content\/uploads\/2023\/01\/kc-logo-vrij-zonder-tekst-staand.png 623w\" sizes=\"(max-width: 126px) 100vw, 126px\" \/><\/p><p><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/article>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Hian Li Ko 010 35 10 299 ko@kc-advocaten.nl Employers are legally required to make every reasonable effort to support the reintegration of an employee who is unfit for work. But what happens if, after 104 weeks of incapacity for work, the UWV concludes that the employer has failed to fulfil its reintegration obligations? In that [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":7103,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[100,113],"tags":[],"class_list":["post-7112","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employment-law","category-wages"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>The Long-Term Sick Employee and the Wage Sanction | Ko &amp; Co Advocaten<\/title>\n<meta name=\"description\" content=\"When does the UWV impose a wage sanction on employers of long-term sick employees? Read what employers need to know about their reintegration obligations.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/kc-advocaten.nl\/en\/blogs\/the-long-term-sick-employee-and-the-wage-sanction\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The Long-Term Sick Employee and the Wage Sanction | Ko &amp; Co Advocaten\" \/>\n<meta property=\"og:description\" content=\"When does the UWV impose a wage sanction on employers of long-term sick employees? Read what employers need to know about their reintegration obligations.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/kc-advocaten.nl\/en\/blogs\/the-long-term-sick-employee-and-the-wage-sanction\/\" \/>\n<meta property=\"og:site_name\" content=\"Ko &amp; Co Advocaten\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/KoCoAdvocaten\/\" \/>\n<meta property=\"article:published_time\" content=\"2026-05-19T13:03:31+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-06-23T10:51:36+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/kc-advocaten.nl\/wp-content\/uploads\/2026\/05\/woman-taking-tissue-from-box-while-sitting-indoors-2026-03-24-07-23-59-utc-scaled.webp\" \/>\n\t<meta property=\"og:image:width\" content=\"2560\" \/>\n\t<meta property=\"og:image:height\" content=\"1709\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/webp\" \/>\n<meta name=\"author\" content=\"Hian Li Ko\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/kc-advocaten.nl\\\/en\\\/blogs\\\/the-long-term-sick-employee-and-the-wage-sanction\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/kc-advocaten.nl\\\/en\\\/blogs\\\/the-long-term-sick-employee-and-the-wage-sanction\\\/\"},\"author\":{\"name\":\"Hian Li Ko\",\"@id\":\"https:\\\/\\\/kc-advocaten.nl\\\/en\\\/#\\\/schema\\\/person\\\/1bdc16c5fbd74cced40c8f8a253f98ce\"},\"headline\":\"The Long-Term Sick Employee and the Wage Sanction\",\"datePublished\":\"2026-05-19T13:03:31+00:00\",\"dateModified\":\"2026-06-23T10:51:36+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/kc-advocaten.nl\\\/en\\\/blogs\\\/the-long-term-sick-employee-and-the-wage-sanction\\\/\"},\"wordCount\":1300,\"publisher\":{\"@id\":\"https:\\\/\\\/kc-advocaten.nl\\\/en\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/kc-advocaten.nl\\\/en\\\/blogs\\\/the-long-term-sick-employee-and-the-wage-sanction\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/kc-advocaten.nl\\\/wp-content\\\/uploads\\\/2026\\\/05\\\/woman-taking-tissue-from-box-while-sitting-indoors-2026-03-24-07-23-59-utc-scaled.webp\",\"articleSection\":[\"Employment law\",\"Wages\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/kc-advocaten.nl\\\/en\\\/blogs\\\/the-long-term-sick-employee-and-the-wage-sanction\\\/\",\"url\":\"https:\\\/\\\/kc-advocaten.nl\\\/en\\\/blogs\\\/the-long-term-sick-employee-and-the-wage-sanction\\\/\",\"name\":\"The Long-Term Sick Employee and the Wage Sanction | Ko &amp; Co Advocaten\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/kc-advocaten.nl\\\/en\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/kc-advocaten.nl\\\/en\\\/blogs\\\/the-long-term-sick-employee-and-the-wage-sanction\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/kc-advocaten.nl\\\/en\\\/blogs\\\/the-long-term-sick-employee-and-the-wage-sanction\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/kc-advocaten.nl\\\/wp-content\\\/uploads\\\/2026\\\/05\\\/woman-taking-tissue-from-box-while-sitting-indoors-2026-03-24-07-23-59-utc-scaled.webp\",\"datePublished\":\"2026-05-19T13:03:31+00:00\",\"dateModified\":\"2026-06-23T10:51:36+00:00\",\"description\":\"When does the UWV impose a wage sanction on employers of long-term sick employees? Read what employers need to know about their reintegration obligations.\",\"breadcrumb\":{\"@id\":\"https:\\\/\\\/kc-advocaten.nl\\\/en\\\/blogs\\\/the-long-term-sick-employee-and-the-wage-sanction\\\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/kc-advocaten.nl\\\/en\\\/blogs\\\/the-long-term-sick-employee-and-the-wage-sanction\\\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/kc-advocaten.nl\\\/en\\\/blogs\\\/the-long-term-sick-employee-and-the-wage-sanction\\\/#primaryimage\",\"url\":\"https:\\\/\\\/kc-advocaten.nl\\\/wp-content\\\/uploads\\\/2026\\\/05\\\/woman-taking-tissue-from-box-while-sitting-indoors-2026-03-24-07-23-59-utc-scaled.webp\",\"contentUrl\":\"https:\\\/\\\/kc-advocaten.nl\\\/wp-content\\\/uploads\\\/2026\\\/05\\\/woman-taking-tissue-from-box-while-sitting-indoors-2026-03-24-07-23-59-utc-scaled.webp\",\"width\":2560,\"height\":1709},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/kc-advocaten.nl\\\/en\\\/blogs\\\/the-long-term-sick-employee-and-the-wage-sanction\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\\\/\\\/kc-advocaten.nl\\\/en\\\/home\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"The Long-Term Sick Employee and the Wage Sanction\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/kc-advocaten.nl\\\/en\\\/#website\",\"url\":\"https:\\\/\\\/kc-advocaten.nl\\\/en\\\/\",\"name\":\"Ko & Co Advocaten\",\"description\":\"Experts in Arbeidsrecht\",\"publisher\":{\"@id\":\"https:\\\/\\\/kc-advocaten.nl\\\/en\\\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\\\/\\\/kc-advocaten.nl\\\/en\\\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"},{\"@type\":\"Organization\",\"@id\":\"https:\\\/\\\/kc-advocaten.nl\\\/en\\\/#organization\",\"name\":\"Ko & Co Advocaten\",\"url\":\"https:\\\/\\\/kc-advocaten.nl\\\/en\\\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/kc-advocaten.nl\\\/en\\\/#\\\/schema\\\/logo\\\/image\\\/\",\"url\":\"https:\\\/\\\/kc-advocaten.nl\\\/wp-content\\\/uploads\\\/2023\\\/01\\\/android-chrome-192x192-1.png\",\"contentUrl\":\"https:\\\/\\\/kc-advocaten.nl\\\/wp-content\\\/uploads\\\/2023\\\/01\\\/android-chrome-192x192-1.png\",\"width\":192,\"height\":192,\"caption\":\"Ko & Co Advocaten\"},\"image\":{\"@id\":\"https:\\\/\\\/kc-advocaten.nl\\\/en\\\/#\\\/schema\\\/logo\\\/image\\\/\"},\"sameAs\":[\"https:\\\/\\\/www.facebook.com\\\/KoCoAdvocaten\\\/\",\"https:\\\/\\\/www.linkedin.com\\\/company\\\/ko--co-advocaten\\\/\"]},{\"@type\":\"Person\",\"@id\":\"https:\\\/\\\/kc-advocaten.nl\\\/en\\\/#\\\/schema\\\/person\\\/1bdc16c5fbd74cced40c8f8a253f98ce\",\"name\":\"Hian Li Ko\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/bed6d2daadf019d1290e6969d18c06eae0b986f6f5c325096ce97161dcb45ceb?s=96&d=mm&r=g\",\"url\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/bed6d2daadf019d1290e6969d18c06eae0b986f6f5c325096ce97161dcb45ceb?s=96&d=mm&r=g\",\"contentUrl\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/bed6d2daadf019d1290e6969d18c06eae0b986f6f5c325096ce97161dcb45ceb?s=96&d=mm&r=g\",\"caption\":\"Hian Li Ko\"},\"url\":\"https:\\\/\\\/kc-advocaten.nl\\\/en\\\/blogs\\\/author\\\/hian-li-ko\\\/\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"The Long-Term Sick Employee and the Wage Sanction | Ko &amp; Co Advocaten","description":"When does the UWV impose a wage sanction on employers of long-term sick employees? Read what employers need to know about their reintegration obligations.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/kc-advocaten.nl\/en\/blogs\/the-long-term-sick-employee-and-the-wage-sanction\/","og_locale":"en_US","og_type":"article","og_title":"The Long-Term Sick Employee and the Wage Sanction | Ko &amp; Co Advocaten","og_description":"When does the UWV impose a wage sanction on employers of long-term sick employees? Read what employers need to know about their reintegration obligations.","og_url":"https:\/\/kc-advocaten.nl\/en\/blogs\/the-long-term-sick-employee-and-the-wage-sanction\/","og_site_name":"Ko &amp; Co Advocaten","article_publisher":"https:\/\/www.facebook.com\/KoCoAdvocaten\/","article_published_time":"2026-05-19T13:03:31+00:00","article_modified_time":"2026-06-23T10:51:36+00:00","og_image":[{"width":2560,"height":1709,"url":"https:\/\/kc-advocaten.nl\/wp-content\/uploads\/2026\/05\/woman-taking-tissue-from-box-while-sitting-indoors-2026-03-24-07-23-59-utc-scaled.webp","type":"image\/webp"}],"author":"Hian Li Ko","twitter_card":"summary_large_image","schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/kc-advocaten.nl\/en\/blogs\/the-long-term-sick-employee-and-the-wage-sanction\/#article","isPartOf":{"@id":"https:\/\/kc-advocaten.nl\/en\/blogs\/the-long-term-sick-employee-and-the-wage-sanction\/"},"author":{"name":"Hian Li Ko","@id":"https:\/\/kc-advocaten.nl\/en\/#\/schema\/person\/1bdc16c5fbd74cced40c8f8a253f98ce"},"headline":"The Long-Term Sick Employee and the Wage Sanction","datePublished":"2026-05-19T13:03:31+00:00","dateModified":"2026-06-23T10:51:36+00:00","mainEntityOfPage":{"@id":"https:\/\/kc-advocaten.nl\/en\/blogs\/the-long-term-sick-employee-and-the-wage-sanction\/"},"wordCount":1300,"publisher":{"@id":"https:\/\/kc-advocaten.nl\/en\/#organization"},"image":{"@id":"https:\/\/kc-advocaten.nl\/en\/blogs\/the-long-term-sick-employee-and-the-wage-sanction\/#primaryimage"},"thumbnailUrl":"https:\/\/kc-advocaten.nl\/wp-content\/uploads\/2026\/05\/woman-taking-tissue-from-box-while-sitting-indoors-2026-03-24-07-23-59-utc-scaled.webp","articleSection":["Employment law","Wages"],"inLanguage":"en-US"},{"@type":"WebPage","@id":"https:\/\/kc-advocaten.nl\/en\/blogs\/the-long-term-sick-employee-and-the-wage-sanction\/","url":"https:\/\/kc-advocaten.nl\/en\/blogs\/the-long-term-sick-employee-and-the-wage-sanction\/","name":"The Long-Term Sick Employee and the Wage Sanction | Ko &amp; Co Advocaten","isPartOf":{"@id":"https:\/\/kc-advocaten.nl\/en\/#website"},"primaryImageOfPage":{"@id":"https:\/\/kc-advocaten.nl\/en\/blogs\/the-long-term-sick-employee-and-the-wage-sanction\/#primaryimage"},"image":{"@id":"https:\/\/kc-advocaten.nl\/en\/blogs\/the-long-term-sick-employee-and-the-wage-sanction\/#primaryimage"},"thumbnailUrl":"https:\/\/kc-advocaten.nl\/wp-content\/uploads\/2026\/05\/woman-taking-tissue-from-box-while-sitting-indoors-2026-03-24-07-23-59-utc-scaled.webp","datePublished":"2026-05-19T13:03:31+00:00","dateModified":"2026-06-23T10:51:36+00:00","description":"When does the UWV impose a wage sanction on employers of long-term sick employees? Read what employers need to know about their reintegration obligations.","breadcrumb":{"@id":"https:\/\/kc-advocaten.nl\/en\/blogs\/the-long-term-sick-employee-and-the-wage-sanction\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/kc-advocaten.nl\/en\/blogs\/the-long-term-sick-employee-and-the-wage-sanction\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/kc-advocaten.nl\/en\/blogs\/the-long-term-sick-employee-and-the-wage-sanction\/#primaryimage","url":"https:\/\/kc-advocaten.nl\/wp-content\/uploads\/2026\/05\/woman-taking-tissue-from-box-while-sitting-indoors-2026-03-24-07-23-59-utc-scaled.webp","contentUrl":"https:\/\/kc-advocaten.nl\/wp-content\/uploads\/2026\/05\/woman-taking-tissue-from-box-while-sitting-indoors-2026-03-24-07-23-59-utc-scaled.webp","width":2560,"height":1709},{"@type":"BreadcrumbList","@id":"https:\/\/kc-advocaten.nl\/en\/blogs\/the-long-term-sick-employee-and-the-wage-sanction\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/kc-advocaten.nl\/en\/home\/"},{"@type":"ListItem","position":2,"name":"The Long-Term Sick Employee and the Wage Sanction"}]},{"@type":"WebSite","@id":"https:\/\/kc-advocaten.nl\/en\/#website","url":"https:\/\/kc-advocaten.nl\/en\/","name":"Ko & Co Advocaten","description":"Experts in Arbeidsrecht","publisher":{"@id":"https:\/\/kc-advocaten.nl\/en\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/kc-advocaten.nl\/en\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Organization","@id":"https:\/\/kc-advocaten.nl\/en\/#organization","name":"Ko & Co Advocaten","url":"https:\/\/kc-advocaten.nl\/en\/","logo":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/kc-advocaten.nl\/en\/#\/schema\/logo\/image\/","url":"https:\/\/kc-advocaten.nl\/wp-content\/uploads\/2023\/01\/android-chrome-192x192-1.png","contentUrl":"https:\/\/kc-advocaten.nl\/wp-content\/uploads\/2023\/01\/android-chrome-192x192-1.png","width":192,"height":192,"caption":"Ko & Co Advocaten"},"image":{"@id":"https:\/\/kc-advocaten.nl\/en\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/KoCoAdvocaten\/","https:\/\/www.linkedin.com\/company\/ko--co-advocaten\/"]},{"@type":"Person","@id":"https:\/\/kc-advocaten.nl\/en\/#\/schema\/person\/1bdc16c5fbd74cced40c8f8a253f98ce","name":"Hian Li Ko","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/secure.gravatar.com\/avatar\/bed6d2daadf019d1290e6969d18c06eae0b986f6f5c325096ce97161dcb45ceb?s=96&d=mm&r=g","url":"https:\/\/secure.gravatar.com\/avatar\/bed6d2daadf019d1290e6969d18c06eae0b986f6f5c325096ce97161dcb45ceb?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/bed6d2daadf019d1290e6969d18c06eae0b986f6f5c325096ce97161dcb45ceb?s=96&d=mm&r=g","caption":"Hian Li Ko"},"url":"https:\/\/kc-advocaten.nl\/en\/blogs\/author\/hian-li-ko\/"}]}},"_links":{"self":[{"href":"https:\/\/kc-advocaten.nl\/en\/wp-json\/wp\/v2\/posts\/7112","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/kc-advocaten.nl\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/kc-advocaten.nl\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/kc-advocaten.nl\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/kc-advocaten.nl\/en\/wp-json\/wp\/v2\/comments?post=7112"}],"version-history":[{"count":1,"href":"https:\/\/kc-advocaten.nl\/en\/wp-json\/wp\/v2\/posts\/7112\/revisions"}],"predecessor-version":[{"id":7113,"href":"https:\/\/kc-advocaten.nl\/en\/wp-json\/wp\/v2\/posts\/7112\/revisions\/7113"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/kc-advocaten.nl\/en\/wp-json\/wp\/v2\/media\/7103"}],"wp:attachment":[{"href":"https:\/\/kc-advocaten.nl\/en\/wp-json\/wp\/v2\/media?parent=7112"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/kc-advocaten.nl\/en\/wp-json\/wp\/v2\/categories?post=7112"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/kc-advocaten.nl\/en\/wp-json\/wp\/v2\/tags?post=7112"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}