[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fziekte-en-loon\u002Fziek-of-arbeidsongeschikt\u002F":3,"menu:\u002Fnl-nl:":130,"sites:htmlblocks":372,"subsites":1571,"cite-subsites":5132,"footer:nl-nl":5609,"cite-footer:nl-nl":5689,"suggested:nl-nl":5728},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":9,"seo_title":9,"path":10,"content_type":11,"locale":12,"edit_url":13,"breadcrumbs":14,"seo":28,"body_blocks":35,"call_to_action":36,"categories":43,"owner":44,"related_pages":51,"related_sites":52,"in_subsite":53,"contact_page_url":7,"banner_message":54,"faq_items":55,"faq_section_title":9,"faq_section_description":9},30817,"ziek-of-arbeidsongeschikt","Ziek of arbeidsongeschikt?",null,"\u003Cp>Alles over ziek zijn op de lange en korte termijn en de bijbehorende uitkeringen\u003C\u002Fp>","","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fziekte-en-loon\u002Fziek-of-arbeidsongeschikt","pages.faqspage","nl_NL","\u002Fcms\u002Fpages\u002F30817\u002Fedit\u002F",[15,18,21,24,27],{"title":16,"slug":17},"Nederland","nl-nl",{"title":19,"slug":20},"Werk in Nederland","werk-in-nederland",{"title":22,"slug":23},"Arbeidsrecht","arbeidsrecht",{"title":25,"slug":26},"Ziekte en Loon","ziekte-en-loon",{"title":6,"slug":5},{"title":6,"description":9,"image":29,"canonical":30,"robots":31,"og_type":32,"twitter_card":33,"locale":17,"created_at":34,"last_modified_at":34},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fziekte-en-loon\u002Fziek-of-arbeidsongeschikt\u002F","index, follow","website","summary_large_image","2026-02-09T05:53:45.213280+01:00",[],{"text":37,"link":38},"Contact",{"title":37,"url":39,"description":37,"rel":40,"type":41,"id":42},"\u002Fabout\u002Fcontact","follow","internal",24590,[],{"id":45,"first_name":46,"last_name":47,"email":48,"image":49,"function":50},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",[],[],true,"\u003Cp>Loonwijzer is WageIndicator. Zelfde organisatie, zelfde informatie, nieuwe look!\u003C\u002Fp>",[56,64,70,76,82,88,94,100,106,112,118,124],{"question":57,"answer":58,"featured":63},"Een paar dagen ziek",[59],{"type":60,"data":61},"text_block",{"content":62},"\u003Cp>Als je ziek bent krijg je je salaris  geheel of gedeeltelijk doorbetaald. Je werkgever hoeft je eerste twee ziektedagen van de wet niet door te betalen. Dat worden wachtdagen genoemd. Die kunnen bijvoorbeeld verrekend worden met een vakantiedag, als dat schriftelijk is vastgelegd. In de cao is vaak geregeld dat wachtdagen bij ziekte niet van toepassing zijn, of dat er maar één geldt. Soms krijg je wel te maken met wachtdagen als je je vaker ziek meldt. Welke situatie voor jou geldt, staat in je cao of het arbeidsvoorwaardenreglement.\u003C\u002Fp>\u003Cp>Als je na afloop van je ziekteperiode binnen vier weken weer ziek wordt, dan gelden de wachtdagen niet. Dan krijg je dus gelijk vanaf je eerste ziektedag doorbetaald. In sommige cao’s staat dat de wachtdagen ook niet gelden als je je ziek meldt wanneer het om een bedrijfsongeval of een beroepsziekte gaat.\u003C\u002Fp>",false,{"question":65,"answer":66,"featured":63},"Hoeveel salaris krijg ik als ik ziek ben?",[67],{"type":60,"data":68},{"content":69},"\u003Cp>Van de wet moet je werkgever je tenminste 70 procent van je salaris betalen, maar niet minder dan het wettelijk minimumloon. Althans in het eerste ziektejaar. In veel cao’s is dat opgehoogd tot 90 of 100 procent. In het tweede ziektejaar wordt dat vaak wat lager. De werkgever mag van de wet over twee jaar samen niet meer dan 170 procent van je salaris betalen.\u003C\u002Fp>",{"question":71,"answer":72,"featured":63},"Hoe meld je je ziek?",[73],{"type":60,"data":74},{"content":75},"\u003Cp>Bellen met je leidinggevende is het meest gebruikelijk. Vaak hebben bedrijven hiervoor een eigen procedure vastgelegd in cao of verzuimprotocol. Bij het bellen wordt verwacht dat je jezelf ziek meldt, als je daartoe in staat bent uiteraard. Je werkgever kan vragen naar de reden of de klachten, maar daarop hoef je niet te antwoorden. Wel wordt op prijs gesteld als je zegt hoelang je verwacht ziek te zijn.\u003C\u002Fp>",{"question":77,"answer":78,"featured":63},"Mag mijn werkgever controleren of ik daadwerkelijk ziek ben?",[79],{"type":60,"data":80},{"content":81},"\u003Cp>Ja, dat mag. Als je werkgever denkt dat je je onterecht ziek hebt gemeld, kan hij een spoedcontrole laten uitvoeren. Op de eerste dagen van je ziekmelding laat hij dan een bedrijfsarts of een arts van de arbodienst langskomen. Aan die arts moet je alles vertellen wat relevant is voor je ziekteverzuim. De arts bepaalt vervolgens of je inderdaad niet kunt werken. Als de arts vindt dat je wel kunt werken en je gaat toch niet, dan mag de werkgever je salaris (gedeeltelijk) inhouden. Als je het daar niet mee eens bent dan kun je bij het UWV een \u003Ca href=\"https:\u002F\u002Fwww.uwv.nl\u002Fparticulieren\u002Fformulieren\u002Faanvragen-deskundigenoordeel-door-werknemer.aspx\" rel=\"nofollow noopener\" target=\"_blank\">deskundigenoordeel\u003C\u002Fa> aanvragen. Dat kost 100 euro.\u003C\u002Fp>\u003Cp>De arts heeft een beroepsgeheim en mag daarom niet alle informatie aan je werkgever doorgeven. Hij hoeft alleen te zeggen of je wel of niet in staat bent om te werken.\u003C\u002Fp>",{"question":83,"answer":84,"featured":63},"Vakantiedagen niet afschrijven bij ziekte",[85],{"type":60,"data":86},{"content":87},"\u003Cp>Als je ziek was tijdens de periode dat je met vakantie had zullen gaan, mogen de vakantiedagen niet afgeschreven worden. Zie verder de vakantiepagina. \u003C\u002Fp>",{"question":89,"answer":90,"featured":63},"Langdurig ziek? Dit zijn de regels",[91],{"type":60,"data":92},{"content":93},"\u003Cp>Bij ziekte krijg je te maken met de WIA, de Wet Werk en Inkomen naar Arbeidsvermogen. De WIA is de opvolger van de WAO. De WAO blijft gelden voor bestaande WAO’ers.\u003C\u002Fp>\u003Cp>De WIA is er op gericht om je tijdens of na ziekte zo snel mogelijk weer aan het werk te krijgen.\u003C\u002Fp>\u003Cp>Als je ziek wordt, is je werkgever is twee jaar lang niet alleen verantwoordelijk voor de doorbetaling van minimaal 70 procent van je loon maar ook  voor je reïntegratie. Uiteraard zal hij van je verlangen dat je je er zoveel mogelijk voor inzet om weer aan het werk te gaan.\u003C\u002Fp>\u003Cp>Blijf je (waarschijnlijk) langer dan twee jaar ziek, dan volgt een keuring voor een WIA-uitkering.\u003C\u002Fp>\u003Ch3>De eerste dag\u003C\u002Fh3>\u003Cp>Vanaf het moment dat jij je ziek meldt heeft je werkgever een week de tijd om dit door te geven aan de arbodienst.\u003C\u002Fp>\u003Ch3>De zesde week\u003C\u002Fh3>\u003Cp>Uiterlijk zes weken na je eerste ziektedag, maakt de arts van de arbodienst een analyse van de situatie, de zogenaamde probleemanalyse. Daarin staat óf je weer aan het werk kunt, en zo ja, hoe en wanneer. De arts stuurt de probleemanalyse naar jou en naar je werkgever, maar mag daarin geen medische gegevens opnemen. \u003C\u002Fp>\u003Ch3>De achtste week\u003C\u002Fh3>\u003Cp>Uiterlijk twee weken na het advies van de arbodienst maak je samen met je werkgever een plan van aanpak, gebaseerd op de analyse van de arbodienst. Alle afspraken over het herstel en de reïntegratie komen in het plan te staan, en worden in de loop van de tijd bijgesteld naar de actuele situatie. In dit plan moet ook staan wie als casemanager of reïntegratiemanager fungeert. Dit kan je werkgever zijn, maar ook iemand van de arbodienst of van een reïntegratiebedrijf. Zowel je werkgever als jijzelf ondertekenen dit plan van aanpak.\u003C\u002Fp>\u003Cp>De arbodienst bewaakt de voortgang. Om de zes weken evalueren is verplicht. Je werkgever en de arbodienst registreren alles en houden het bij in je 'reïntegratiedossier'.\u003C\u002Fp>\u003Cp>Belangrijk: Houd zelf ook je aantekeningen goed bij, en vraag een kopie van het plan van aanpak! Ben je het niet eens met je werkgever over wel of niet ziek zijn, of over passend werk, dan kun je het Uitvoeringsorgaan Werknemersverzekeringen (\u003Ca href=\"https:\u002F\u002Fwww.uwv.nl\u002Fparticulieren\u002Fformulieren\u002Faanvragen-deskundigenoordeel-door-werknemer.aspx\" rel=\"nofollow noopener\" target=\"_blank\">UWV\u003C\u002Fa>) om een deskundigenoordeel vragen. Dat kost 100 euro. Desnoods kun je bezwaar aantekenen. Je werkgever kan ook een deskundigenoordeel vragen (en dat kost 400 euro). \u003C\u002Fp>\u003Ch3>Na een jaar\u003C\u002Fh3>\u003Cp>Voor de afloop van het eerste ziektejaar moet je met je werkgever de stappen evalueren die zijn gezet om de reïntegratie te bevorderen. Samen bekijk je of er misschien nieuwe oplossingen mogelijk zijn. De evaluatie wordt onderdeel van het reïntegratieverslag.\u003C\u002Fp>\u003Ch3>Een jaar en acht maanden\u003C\u002Fh3>\u003Cp>De UWV stuurt je informatie over het aanvragen van een WIA-uitkering.\u003C\u002Fp>\u003Ch3>Twee jaar ziek: keuring\u003C\u002Fh3>\u003Cp>De UWV bekijkt eerst of jij en je werkgever voldoende hebben gedaan om ervoor te zorgen dat je weer aan de slag komt: de 'poortwachtertoets'. Als dat zo is, volgen een medische keuring en een arbeidskundige beoordeling voor een WIA-uitkering. Als al eerder blijkt dat je waarschijnlijk nooit meer kunt werken, kun je al eerder een keuring aanvragen. Er wordt vastgesteld in welke mate je arbeidsongeschikt bent.\u003C\u002Fp>\u003Cp>De mate van arbeidsongeschiktheid wordt bepaald door het verschil tussen je oude salaris en dat wat je theoretisch nog kunt verdienen met de beperkingen door de ziekte (je 'verdiencapaciteit'). Dit verschil heet verlies aan verdiencapaciteit of kortweg loonverlies.\u003C\u002Fp>",{"question":95,"answer":96,"featured":63},"Minder dan 35 procent arbeidsongeschikt",[97],{"type":60,"data":98},{"content":99},"\u003Cp>Bij minder dan 35 procent loonverlies blijf je in dienst van je werkgever. Die moet er alles aan doen om je weer volledig aan het werk te krijgen, bijvoorbeeld door je ander werk te laten doen of je een andere functie aan te bieden. Hij mag je salaris verlagen, in overeenstemming met de functie.\u003C\u002Fp>\u003Cp>Zolang jij meewerkt aan de reïntegratie mag je niet worden ontslagen. Pas als je langer dan twee jaar ziek of arbeidsongeschikt bent en het echt niet lukt passend werk te vinden in het bedrijf, mag je baas je ontslaan. (Sommige cao's hebben afwijkende regelingen voor ontslag bij ziekte.)\u003C\u002Fp>",{"question":101,"answer":102,"featured":63},"Tussen 35 tot 80 procent arbeidsongeschikt",[103],{"type":60,"data":104},{"content":105},"\u003Cp>Bij loonverlies tussen de 35 en 80 procent krijg je eerst een uitkering waarbij de hoogte afhangt van je salaris. Hoe lang je deze uitkering krijgt, hangt af van het aantal jaren dat je hebt gewerkt.\u003C\u002Fp>\u003Cp>Nadat deze uitkering ophoudt, krijg je een loonaanvulling als je voldoende werkt. Voldoende werken houdt in: minstens de helft van je verdiencapaciteit verdienen. De hoogte van de loonaanvulling is gerelateerd aan je vroegere salaris.\u003C\u002Fp>\u003Cp>Als je onvoldoende werkt krijg je een vervolguitkering die niet is gerelateerd aan je salaris, maar aan het minimumloon.\u003Cbr\u002F>Altijd geldt: hoe meer je werkt, hoe hoger je inkomen.\u003C\u002Fp>",{"question":107,"answer":108,"featured":63},"80 procent of meer arbeidsongeschikt",[109],{"type":60,"data":110},{"content":111},"\u003Cp>Als tenminste 80 procent loonverlies hebt en waarschijnlijk zal herstellen, krijg je een tijdelijke uitkering die 70 procent van je laatste loon bedraagt.\u003Cbr\u002F>Is je loonverlies 80 procent of meer en zul je niet meer herstellen, dan ben je volledig en duurzaam arbeidsongeschikt. Je krijgt een uitkering van 75 procent van je \u003Ca href=\"https:\u002F\u002Fwww.uwv.nl\u002Fparticulieren\u002Fziek\u002Fziek-wia-uitkering\u002Ftijdens-wia-uitkering\u002Fdetail\u002Fhoe-hoog-is-mijn-iva-uitkering\" rel=\"nofollow noopener\" target=\"_blank\">WIA-maandloon. \u003C\u002Fa>\u003C\u002Fp>",{"question":113,"answer":114,"featured":63},"Maximum",[115],{"type":60,"data":116},{"content":117},"\u003Cp>Er is een maximum aan een WIA-uitkering. Als het loon dat je verdiende hoger is dan het 'maximumdagloon', wordt de WIA-uitkering op het maximumdagloon gebaseerd. Het maximumdagloon is per 1 juli 2016 is € 203,85.\u003C\u002Fp>",{"question":119,"answer":120,"featured":63},"Pensioen en arbeidsongeschiktheid",[121],{"type":60,"data":122},{"content":123},"\u003Cp>Soms is er in de pensioenregeling een aanvullend arbeidsongeschiktheidspensioen geregeld voor het salarisgedeelte boven het maximumloon van de WIA (ruim € 50.000). Lees verder over \u003Ca href=\"https:\u002F\u002Fpensioenkijker.nl\u002Fik-bouw-pensioen-op\u002Fveranderingen-in-uw-privesituatie\u002Farbeidsongeschikt-raken\" rel=\"nofollow noopener\" target=\"_blank\">arbeidsongeschiktheid en pensioen \u003C\u002Fa>op Pensioenkijker.\u003C\u002Fp>",{"question":125,"answer":126,"featured":63},"Meer weten?",[127],{"type":60,"data":128},{"content":129},"\u003Cp>Kijk bij het \u003Ca href=\"https:\u002F\u002Fwww.uwv.nl\u002Fparticulieren\u002Fziek\u002Fziek-met-werkgever\u002Findex.aspx\" rel=\"nofollow noopener\" target=\"_blank\">UWV\u003C\u002Fa> en bij de \u003Ca href=\"https:\u002F\u002Fwww.rijksoverheid.nl\u002Fonderwerpen\u002Fziekteverzuim-van-het-werk\" rel=\"nofollow noopener\" target=\"_blank\">Rijksoverheid\u003C\u002Fa>.\u003C\u002Fp>",{"title":16,"seo_title":131,"description":7,"path":132,"redirect_url":7,"locale":17,"children":133},"WageIndicator Nederland (Loonwijzer)","\u002Fnl-nl",[134,283,317],{"title":19,"seo_title":135,"description":7,"path":136,"redirect_url":7,"locale":17,"children":137},"Werk in Nederland: loon, cao's en arbeidsrecht","\u002Fnl-nl\u002Fwerk-in-nederland",[138,146,151,155,160,168,184,239,247,251,267,271,275],{"title":139,"seo_title":9,"description":7,"path":140,"redirect_url":7,"locale":17,"children":141},"Bruto\u002FNetto-Check","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fbrutonetto-check",[142],{"title":143,"seo_title":9,"description":7,"path":144,"redirect_url":7,"locale":17,"children":145},"Uitleg werknemers","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fbrutonetto-check\u002Fuitleg-werknemers",[],{"title":147,"seo_title":148,"description":7,"path":149,"redirect_url":7,"locale":17,"children":150},"Minimumloon","Minimumloon in Nederland","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fminimumloon",[],{"title":152,"seo_title":9,"description":7,"path":153,"redirect_url":7,"locale":17,"children":154},"Minimumloon Bonaire, Sint Eustatius en Saba","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fminimumloon-bonaire-sint-eustatius-en-saba",[],{"title":156,"seo_title":157,"description":7,"path":158,"redirect_url":7,"locale":17,"children":159},"Leefbaar Loon","Leefbaar loon","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fleefbaar-loon",[],{"title":161,"seo_title":9,"description":7,"path":162,"redirect_url":7,"locale":17,"children":163},"Leefbaar Tarief","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fleefbaar-tarief",[164],{"title":165,"seo_title":9,"description":7,"path":166,"redirect_url":7,"locale":17,"children":167},"FAQ - Leefbaar Tarief","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fleefbaar-tarief\u002Ffaq-leefbaar-tarief",[],{"title":169,"seo_title":9,"description":7,"path":170,"redirect_url":7,"locale":17,"children":171},"Salaris","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fsalaris",[172,176,180],{"title":173,"seo_title":173,"description":7,"path":174,"redirect_url":7,"locale":17,"children":175},"Salaris Check","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fsalaris\u002Fcheck",[],{"title":177,"seo_title":177,"description":7,"path":178,"redirect_url":7,"locale":17,"children":179},"Salarisenquête","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fsalaris\u002Fenquete",[],{"title":181,"seo_title":9,"description":7,"path":182,"redirect_url":7,"locale":17,"children":183},"Salaris van beroemdheden","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fsalaris\u002Fberoemdheden",[],{"title":22,"seo_title":185,"description":7,"path":186,"redirect_url":7,"locale":17,"children":187},"WageIndicator Nederland: arbeidsrecht","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht",[188,192,196,201,206,211,216,221,226,230,234],{"title":189,"seo_title":189,"description":7,"path":190,"redirect_url":7,"locale":17,"children":191},"Arbeidsovereenkomst en ontslag","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Farbeidsovereenkomst-en-ontslag",[],{"title":193,"seo_title":193,"description":7,"path":194,"redirect_url":7,"locale":17,"children":195},"Compensatie en werktijden","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fcompensatie-en-werktijden",[],{"title":197,"seo_title":198,"description":7,"path":199,"redirect_url":7,"locale":17,"children":200},"Gelijke Behandeling","Gelijke behandeling","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgelijke-behandeling",[],{"title":202,"seo_title":203,"description":7,"path":204,"redirect_url":7,"locale":17,"children":205},"Gezondheid en Veiligheid","Gezondheid en veiligheid","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgezondheid-en-veiligheid",[],{"title":207,"seo_title":208,"description":7,"path":209,"redirect_url":7,"locale":17,"children":210},"Loon en Werk","Loon en werk","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Floon-en-werk",[],{"title":212,"seo_title":213,"description":7,"path":214,"redirect_url":7,"locale":17,"children":215},"Ouderschap en Werk","Ouderschap en werk","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fouderschap-en-werk",[],{"title":217,"seo_title":218,"description":7,"path":219,"redirect_url":7,"locale":17,"children":220},"Sociale Zekerheid","Sociale zekerheid","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fsociale-zekerheid",[],{"title":222,"seo_title":223,"description":7,"path":224,"redirect_url":7,"locale":17,"children":225},"Vakantie en Feestdagen","Vakantie en 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