{"id":2696,"date":"2026-07-23T13:58:15","date_gmt":"2026-07-23T10:58:15","guid":{"rendered":"https:\/\/dyclegal.com\/?p=2696"},"modified":"2026-07-23T15:28:08","modified_gmt":"2026-07-23T12:28:08","slug":"vso-settlement-during-sick-leave-netherlands","status":"publish","type":"post","link":"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/","title":{"rendered":"VSO (Settlement) During Sick Leave in the Netherlands &amp; Key Risks"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">An employer may offer a VSO during sick leave in the Netherlands, but you are not required to accept it. If you sign while you are still unfit for work\u2014especially during the first 104 weeks\u2014you may voluntarily bring your rights to continued salary and reintegration to an end, while UWV warns that Ziektewet will probably be unavailable and WW cannot start if you remain sick on the termination date. The agreement should therefore be reviewed before signature, with particular attention to your medical status, benefits, termination date, compensation, WIA position and any residence-permit consequences.<\/p><div id=\"ez-toc-container\" class=\"ez-toc-v2_0_85 ez-toc-wrap-left counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents \/ \u0130\u00e7indekiler<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #352f4d;color:#352f4d\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #352f4d;color:#352f4d\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#What_Is_a_VSO_During_Sick_Leave\" >What Is a VSO During Sick Leave?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Can_an_Employer_Offer_a_VSO_While_an_Employee_Is_Sick\" >Can an Employer Offer a VSO While an Employee Is Sick?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#You_Are_Not_Required_to_Accept_the_Agreement\" >You Are Not Required to Accept the Agreement<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Refusing_a_VSO_Is_Not_the_Same_as_Refusing_Reintegration\" >Refusing a VSO Is Not the Same as Refusing Reintegration<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Why_Is_Signing_a_VSO_During_the_First_104_Weeks_Risky\" >Why Is Signing a VSO During the First 104 Weeks Risky?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Continued_Salary_During_Sickness\" >Continued Salary During Sickness<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Dismissal_Protection_During_the_First_Two_Years\" >Dismissal Protection During the First Two Years<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Risk_of_Losing_Ziektewet_Entitlement\" >Risk of Losing Ziektewet Entitlement<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Why_WW-Friendly_Wording_May_Not_Be_Enough\" >Why WW-Friendly Wording May Not Be Enough<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#What_Happens_to_the_Reintegration_Process\" >What Happens to the Reintegration Process?<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#VSO_During_Burnout_or_Psychological_Illness\" >VSO During Burnout or Psychological Illness<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Do_Not_Declare_Yourself_Recovered_Solely_to_Obtain_WW\" >Do Not Declare Yourself Recovered Solely to Obtain WW<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Company_Doctor_Second_Opinion_and_UWV_Expert_Opinion\" >Company Doctor, Second Opinion and UWV Expert Opinion<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Permanent_Contracts_and_Fixed-Term_Contracts\" >Permanent Contracts and Fixed-Term Contracts<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#VSO_During_Sickness_With_a_Permanent_Contract\" >VSO During Sickness With a Permanent Contract<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Natural_Expiry_of_a_Temporary_Contract_While_Sick\" >Natural Expiry of a Temporary Contract While Sick<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Why_Ending_a_Temporary_Contract_Early_May_Be_Harmful\" >Why Ending a Temporary Contract Early May Be Harmful<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#When_Might_Signing_a_VSO_During_Sickness_Be_Reasonable\" >When Might Signing a VSO During Sickness Be Reasonable?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-19\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Genuine_Recovery_Before_the_Termination_Date\" >Genuine Recovery Before the Termination Date<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-20\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#A_Secured_New_Job_That_Is_Medically_Suitable\" >A Secured New Job That Is Medically Suitable<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-21\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#VSO_After_104_Weeks_of_Sickness\" >VSO After 104 Weeks of Sickness<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-22\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#A_Settlement_That_Fully_Addresses_the_Financial_Risks\" >A Settlement That Fully Addresses the Financial Risks<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-23\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#VSO_After_Long-Term_Sickness\" >VSO After Long-Term Sickness<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-24\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#WIA_and_Termination_Are_Separate_Processes\" >WIA and Termination Are Separate Processes<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-25\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Check_for_a_Possible_UWV_Wage-Payment_Sanction\" >Check for a Possible UWV Wage-Payment Sanction<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-26\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#VSO_or_UWV_Dismissal_Procedure\" >VSO or UWV Dismissal Procedure?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-27\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Partial_Work_Capacity_and_Suitable_Work\" >Partial Work Capacity and Suitable Work<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-28\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#f_of_delivery\" >f of delivery.<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-29\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Special_Risks_for_Expats_and_Highly_Skilled_Migrants\" >Special Risks for Expats and Highly Skilled Migrants<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-30\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Practical_Examples\" >Practical Examples<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-31\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Example_1_VSO_Offered_During_Early_Burnout\" >Example 1: VSO Offered During Early Burnout<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-32\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Example_2_Temporary_Contract_Ending_Naturally\" >Example 2: Temporary Contract Ending Naturally<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-33\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Example_3_VSO_in_Week_106\" >Example 3: VSO in Week 106<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-34\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Example_4_Employee_Expects_to_Recover_Before_the_End_Date\" >Example 4: Employee Expects to Recover Before the End Date<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-35\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Example_5_Highly_Skilled_Migrant_on_Sick_Leave\" >Example 5: Highly Skilled Migrant on Sick Leave<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-36\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#What_Should_You_Do_After_Receiving_a_VSO_While_Sick\" >What Should You Do After Receiving a VSO While Sick?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-37\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#1_Do_Not_Sign_on_the_Same_Day\" >1. Do Not Sign on the Same Day<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-38\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#2_Collect_the_Relevant_Documents\" >2. Collect the Relevant Documents<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-39\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#3_Compare_Signing_With_Not_Signing\" >3. Compare Signing With Not Signing<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-40\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#4_Clarify_the_Medical_Position\" >4. Clarify the Medical Position<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-41\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#5_Request_a_Legal-Cost_Contribution\" >5. Request a Legal-Cost Contribution<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-42\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#6_Negotiate_the_Entire_Agreement\" >6. Negotiate the Entire Agreement<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-43\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#7_Act_Quickly_if_You_Have_Already_Signed\" >7. Act Quickly if You Have Already Signed<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-44\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Frequently_Asked_Questions\" >Frequently Asked Questions<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-45\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Can_my_employer_offer_me_a_VSO_while_I_am_on_sick_leave\" >Can my employer offer me a VSO while I am on sick leave?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-46\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Do_I_have_to_sign_a_settlement_agreement_during_sickness\" >Do I have to sign a settlement agreement during sickness?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-47\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Can_my_employer_stop_paying_my_salary_if_I_refuse_the_VSO\" >Can my employer stop paying my salary if I refuse the VSO?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-48\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Can_I_receive_Ziektewet_after_signing_a_VSO_while_sick\" >Can I receive Ziektewet after signing a VSO while sick?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-49\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Can_I_receive_WW_if_I_am_still_sick_on_the_termination_date\" >Can I receive WW if I am still sick on the termination date?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-50\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Is_a_VSO_safe_if_it_says_that_I_retain_my_right_to_WW\" >Is a VSO safe if it says that I retain my right to WW?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-51\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Can_I_report_myself_recovered_before_the_termination_date\" >Can I report myself recovered before the termination date?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-52\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#What_happens_if_I_become_sick_after_signing_the_agreement\" >What happens if I become sick after signing the agreement?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-53\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Does_the_same_rule_apply_to_burnout\" >Does the same rule apply to burnout?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-54\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Is_signing_safer_after_104_weeks_of_sickness\" >Is signing safer after 104 weeks of sickness?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-55\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Will_signing_a_VSO_affect_my_WIA_application\" >Will signing a VSO affect my WIA application?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-56\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#What_happens_if_UWV_imposes_a_loonsanctie\" >What happens if UWV imposes a loonsanctie?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-57\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Can_a_temporary_contract_expire_while_I_am_sick\" >Can a temporary contract expire while I am sick?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-58\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Am_I_automatically_entitled_to_a_transition_payment_under_a_VSO\" >Am I automatically entitled to a transition payment under a VSO?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-59\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#How_long_do_I_have_to_cancel_a_signed_settlement_agreement\" >How long do I have to cancel a signed settlement agreement?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-60\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Should_the_employer_pay_for_my_legal_review\" >Should the employer pay for my legal review?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-61\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Can_a_VSO_affect_a_highly_skilled_migrant_residence_permit\" >Can a VSO affect a highly skilled migrant residence permit?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-62\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#What_can_I_do_if_I_have_already_signed\" >What can I do if I have already signed?<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-63\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Related_Articles_and_Official_Sources\" >Related Articles and Official Sources<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-64\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Related_DYC_Legal_Articles\" >Related DYC Legal Articles<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-65\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Official_Sources\" >Official Sources<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-66\" href=\"https:\/\/dyclegal.com\/en\/blogs\/vso-settlement-during-sick-leave-netherlands\/#Legal_Advice_From_DYC_Legal_Consultancy\" >Legal Advice From DYC Legal Consultancy<\/a><\/li><\/ul><\/nav><\/div>\n\n\n\n\n<p class=\"wp-block-paragraph\">This article was written by <strong>Av. Derya Yurteri \u00c7etin<\/strong>, founder of DYC Legal Consultancy. Through the Netherlands practice, she advises international employees on Dutch employment and immigration matters, including sickness, burnout, employment termination, settlement agreements and residence-related consequences of job loss.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\"><strong>Key rules<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>A VSO is voluntary. You do not have to sign it.<\/li>\n\n\n\n<li>An employer generally continues paying at least 70% of wages for up to 104 weeks of sickness.<\/li>\n\n\n\n<li>A permanent employee is generally protected against dismissal during those two years.<\/li>\n\n\n\n<li>If you sign while still sick, Ziektewet may be refused.<\/li>\n\n\n\n<li>If you are sick on the termination date, you cannot immediately receive WW.<\/li>\n\n\n\n<li>Proper WW wording cannot correct an inaccurate recovery declaration.<\/li>\n\n\n\n<li>Reintegration continues while the employment relationship remains in force.<\/li>\n\n\n\n<li>After 104 weeks, a VSO may be possible, but WIA and loonsanctie issues must first be checked.<\/li>\n\n\n\n<li>You normally have 14 days to cancel the agreement in writing, or 21 days if the agreement does not mention that right.<\/li>\n<\/ul>\n<\/blockquote>\n\n\n\n<p class=\"wp-block-paragraph\">These rules reflect official guidance available in July 2026. Your employment contract, CAO, medical position and UWV circumstances may produce a different result.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Last updated: 22 July 2026<\/strong><\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img fetchpriority=\"high\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/dyclegal.com\/wp-content\/uploads\/2026\/07\/Jul-23-2026-12_52_08-PM-1024x683.jpg\" alt=\"Legal review of UWV and 104-week sickness documents before signing a VSO\" class=\"wp-image-2700\" srcset=\"https:\/\/dyclegal.com\/wp-content\/uploads\/2026\/07\/Jul-23-2026-12_52_08-PM-1024x683.jpg 1024w, https:\/\/dyclegal.com\/wp-content\/uploads\/2026\/07\/Jul-23-2026-12_52_08-PM-300x200.jpg 300w, https:\/\/dyclegal.com\/wp-content\/uploads\/2026\/07\/Jul-23-2026-12_52_08-PM-768x512.jpg 768w, https:\/\/dyclegal.com\/wp-content\/uploads\/2026\/07\/Jul-23-2026-12_52_08-PM.jpg 1536w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_Is_a_VSO_During_Sick_Leave\"><\/span>What Is a VSO During Sick Leave?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A VSO is a <em>vaststellingsovereenkomst<\/em>: a written settlement agreement under which an employer and employee agree to end the employment relationship by mutual consent.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Because both parties agree, the employer does not normally need advance permission from UWV or the subdistrict court. The agreement determines matters such as the termination date, salary until that date, severance compensation, unused holidays, release from work, restrictive covenants and final discharge.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This route is different from a unilateral dismissal. Its legal effect is based on the employee\u2019s agreement.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">That distinction is particularly important during sickness. The normal prohibition against dismissal protects the employee from an employer ending the contract unilaterally, but it does not prevent the employee from voluntarily agreeing to termination.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A VSO can therefore be legally possible while the employee is sick. That does not mean it is financially safe.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Can_an_Employer_Offer_a_VSO_While_an_Employee_Is_Sick\"><\/span>Can an Employer Offer a VSO While an Employee Is Sick?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Yes. An employer may propose a settlement agreement during sick leave.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The employee can accept, reject or negotiate the proposal. A VSO cannot terminate the employment relationship without the employee\u2019s consent.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This means that a deadline imposed by HR is usually a negotiation deadline, not an obligation to sign. The employee should ask for sufficient time to obtain legal advice, understand the medical and benefit consequences and compare the proposal with the rights that continue if no agreement is signed.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">UWV expressly advises sick employees not to sign a settlement or termination agreement without carefully considering the consequences.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"You_Are_Not_Required_to_Accept_the_Agreement\"><\/span>You Are Not Required to Accept the Agreement<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">A sick employee may have considerably more protection than the proposed VSO suggests.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If the employee has a permanent contract and has been sick for less than two years, the employer generally cannot dismiss them because of the sickness. The employer must usually continue paying salary and supporting reintegration.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">By signing, the employee gives the employer something it may not otherwise be able to obtain at that time: an agreed termination date.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The compensation and other terms should be assessed against the value of the protection being surrendered, not merely against a normal VSO offered to a healthy employee.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Refusing_a_VSO_Is_Not_the_Same_as_Refusing_Reintegration\"><\/span>Refusing a VSO Is Not the Same as Refusing Reintegration<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Rejecting a settlement agreement does not itself end the employment contract. It also does not automatically justify stopping salary.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The employee must still cooperate with reasonable reintegration steps, attend appropriate company-doctor appointments and consider suitable work. The employer must continue fulfilling its own reintegration responsibilities.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A dispute about voluntary termination is legally different from a dispute about cooperation with reintegration. Salary sanctions may become relevant where an employee unjustifiably refuses reasonable reintegration obligations, but not merely because the employee declines to sign a VSO.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Why_Is_Signing_a_VSO_During_the_First_104_Weeks_Risky\"><\/span>Why Is Signing a VSO During the First 104 Weeks Risky?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The first 104 weeks of sickness form a protected period under Dutch employment law.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">During this period, the employer generally has two connected responsibilities:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Continued payment of wages<\/li>\n\n\n\n<li>Active support for the employee\u2019s reintegration<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">A VSO can bring both responsibilities to an agreed end on the termination date.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Continued_Salary_During_Sickness\"><\/span>Continued Salary During Sickness<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">An employer must generally pay at least 70% of the employee\u2019s normal wages for a maximum of two years. During the first year, the statutory payment may have to be supplemented to the minimum-wage level. An employment contract or CAO can provide more favourable sick-pay terms, including payment above 70%.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Consider an employee who is only four months into a sickness period and receives a VSO with a termination date two months later.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Without the VSO, the employer may potentially remain responsible for salary and reintegration for a much longer period. With the VSO, that responsibility ends on the agreed date.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A severance offer of two or three months\u2019 salary may therefore be considerably less valuable than the rights the employee would otherwise retain.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Dismissal_Protection_During_the_First_Two_Years\"><\/span>Dismissal Protection During the First Two Years<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">A permanent employee generally benefits from a prohibition against dismissal during the first two years of sickness.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">There are exceptions, including certain probationary dismissals, urgent-cause situations and serious failures to cooperate with reintegration. However, ordinary employer dissatisfaction or a wish to reduce sickness-related costs does not automatically remove the protection.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">UWV confirms that the prohibition normally applies during the first two years and can last longer if UWV imposes a wage-payment sanction because the employer did not do enough for reintegration.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Signing a VSO means that the employee is no longer relying on that statutory protection. The employment ends because the employee agreed to it.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Risk_of_Losing_Ziektewet_Entitlement\"><\/span>Risk of Losing Ziektewet Entitlement<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">One of the greatest risks is the assumption that UWV will simply replace the employer\u2019s salary with a Ziektewet benefit.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">UWV states that when an employee is still sick and incapacitated at the time of signing, the employee will probably not receive Ziektewet. With a permanent contract, an employee who voluntarily ends employment while sick loses the right to continued salary and will probably not receive a sickness benefit.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The reason is significant. During the first two years, the employer\u2014not UWV\u2014is normally responsible for continued salary. By agreeing to end the employment relationship, the employee may be treated as having unnecessarily brought that salary entitlement to an end.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A clause stating that the parties \u201cexpect\u201d Ziektewet will be granted does not bind UWV.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Why_WW-Friendly_Wording_May_Not_Be_Enough\"><\/span>Why WW-Friendly Wording May Not Be Enough<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">A properly drafted VSO normally states that:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The employer initiated the termination<\/li>\n\n\n\n<li>The employee did nothing seriously wrong<\/li>\n\n\n\n<li>There is no urgent cause for dismissal<\/li>\n\n\n\n<li>The employment ends by mutual consent<\/li>\n\n\n\n<li>The applicable notice period is respected<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">These clauses can help preserve WW eligibility for a healthy employee. UWV also requires an applicant to be immediately available for paid work.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If the employee is still sick on the termination date, that availability condition is not met. UWV states clearly that an employee cannot receive WW at the end of employment while still sick.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The phrase \u201cWW-safe VSO\u201d should therefore be treated carefully. A document can contain the usual WW wording and still fail to protect an employee who is medically unable to work.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_Happens_to_the_Reintegration_Process\"><\/span>What Happens to the Reintegration Process?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">As long as the employee remains employed, the employer remains responsible for monitoring sick leave and supporting the return-to-work process. The employee must also continue cooperating.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Signing the VSO does not necessarily end employment on the same day. If the agreed termination date is three months later, the employment contract normally remains active during those three months.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The agreement should clearly address:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Whether salary continues in full or at the applicable sick-pay level<\/li>\n\n\n\n<li>Whether the employee remains subject to reintegration appointments<\/li>\n\n\n\n<li>Whether the employee is released from work and reintegration activities<\/li>\n\n\n\n<li>Whether the company doctor remains involved<\/li>\n\n\n\n<li>Who completes the reintegration file<\/li>\n\n\n\n<li>What the employer will report to UWV<\/li>\n\n\n\n<li>What happens if the employee recovers or deteriorates before the end date<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">A vague clause stating that the employee is \u201creleased from all duties\u201d may not adequately address reintegration and benefit consequences.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"VSO_During_Burnout_or_Psychological_Illness\"><\/span>VSO During Burnout or Psychological Illness<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The same basic rules apply when the sickness involves burnout, anxiety, depression, exhaustion or other psychological complaints.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A burnout-related sick report is not legally less important than a physical illness. The relevant question is whether the employee is able to perform the work and what functional limitations apply.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A VSO offered during burnout can be especially difficult to evaluate. The employee may be exhausted, anxious about contact with the employer or willing to sign simply to end a stressful situation.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">That does not necessarily make the agreement invalid. It does make independent advice and sufficient decision-making time particularly important.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employees dealing with psychological sickness should also review the broader guidance on <a href=\"https:\/\/dyclegal.com\/en\/blogs\/burnout-at-work-netherlands-employee-rights\/\">burnout at work in the Netherlands<\/a>, including company-doctor involvement, reintegration pressure and medical privacy.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Do_Not_Declare_Yourself_Recovered_Solely_to_Obtain_WW\"><\/span>Do Not Declare Yourself Recovered Solely to Obtain WW<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">A common proposed solution is:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\">\u201cReport yourself fully recovered before the end date, and then apply for WW.\u201d<\/p>\n<\/blockquote>\n\n\n\n<p class=\"wp-block-paragraph\">This may only work where the employee is genuinely able and available to work.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The employee should not make a recovery declaration that contradicts the actual medical and functional situation. UWV determines benefit eligibility from the facts, not merely from the wording chosen by the employer and employee.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A standard VSO may contain a declaration that the employee is not sick. UWV\u2019s own guidance identifies this as relevant to benefit entitlement. Signing such a statement while still incapacitated can create serious credibility and benefit problems.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Company_Doctor_Second_Opinion_and_UWV_Expert_Opinion\"><\/span>Company Doctor, Second Opinion and UWV Expert Opinion<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The company doctor assesses the employee\u2019s functional limitations and advises on return to work. If the employee doubts the company doctor\u2019s medical advice, they can request a second opinion from another company doctor.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Where the dispute concerns suitable work, ability to return without support or whether either party is making sufficient reintegration efforts, an employee or employer can request an UWV expert opinion.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">These procedures are not automatic substitutes for legal review. They can, however, provide important evidence where the employer proposes a VSO based on a disputed assumption that the employee is recovered or cannot reintegrate.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Permanent_Contracts_and_Fixed-Term_Contracts\"><\/span>Permanent Contracts and Fixed-Term Contracts<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The risk depends partly on the type of employment contract.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"VSO_During_Sickness_With_a_Permanent_Contract\"><\/span>VSO During Sickness With a Permanent Contract<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">With a permanent contract, the employer generally remains responsible for salary and reintegration during the first 104 weeks.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If the employee signs a VSO, the contract ends on the negotiated date. The employee may then lose:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Future sick pay from the employer<\/li>\n\n\n\n<li>Continued reintegration support<\/li>\n\n\n\n<li>Protection against dismissal<\/li>\n\n\n\n<li>Access to suitable or adjusted work<\/li>\n\n\n\n<li>The possibility of an employer loonsanctie<\/li>\n\n\n\n<li>A stronger negotiating position after long-term sickness<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">UWV specifically warns that a sick employee with a permanent contract who resigns loses continued salary and will probably not receive Ziektewet. The same underlying benefit risk must be examined when employment is voluntarily ended through a VSO.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Natural_Expiry_of_a_Temporary_Contract_While_Sick\"><\/span>Natural Expiry of a Temporary Contract While Sick<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">A temporary contract can expire automatically on its agreed end date even if the employee is sick.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The employer does not have to renew it. On the final day, the employer reports the employee sick out of service to UWV. The employee may then qualify for Ziektewet because the contract ended naturally rather than through an avoidable early termination.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This distinction is critical.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">An employee whose temporary contract ends in six weeks may have little reason to sign a VSO terminating the contract next week. Signing early could surrender six weeks of salary and complicate the subsequent sickness-benefit assessment.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Why_Ending_a_Temporary_Contract_Early_May_Be_Harmful\"><\/span>Why Ending a Temporary Contract Early May Be Harmful<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">UWV states that a sick employee who resigns during the term of a temporary contract does not receive Ziektewet until the original contract would have ended.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A proposed early settlement should therefore be compared with the natural expiry scenario.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The employer should explain:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Why an early end is being requested<\/li>\n\n\n\n<li>What salary is being paid for the remaining contract period<\/li>\n\n\n\n<li>Whether the proposed compensation covers that lost salary<\/li>\n\n\n\n<li>How the employee will be reported to UWV<\/li>\n\n\n\n<li>Whether the employer will provide the required reintegration report<\/li>\n\n\n\n<li>What happens if the employee is still sick on the original end date<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"When_Might_Signing_a_VSO_During_Sickness_Be_Reasonable\"><\/span>When Might Signing a VSO During Sickness Be Reasonable?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A VSO is not automatically disadvantageous in every sickness case.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">It may be reasonable where the risks have been identified and the agreement provides a better practical outcome than continuing the employment relationship. That conclusion must be based on the employee\u2019s actual facts.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Genuine_Recovery_Before_the_Termination_Date\"><\/span>Genuine Recovery Before the Termination Date<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">An employee may be sick when negotiations begin but genuinely recover before the employment ends.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A VSO may then support WW entitlement if:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The recovery is genuine<\/li>\n\n\n\n<li>The employee is immediately available for work on the termination date<\/li>\n\n\n\n<li>The employer initiated the termination<\/li>\n\n\n\n<li>There is no urgent cause or serious employee misconduct<\/li>\n\n\n\n<li>The correct notice period is respected<\/li>\n\n\n\n<li>All other WW conditions are met<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">There is still a timing risk. Recovery may take longer than expected, or symptoms may return before the end date.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Where recovery is uncertain, the parties may need to consider a carefully drafted condition connected to the employee\u2019s actual capacity on the proposed termination date. Such a clause requires individual legal assessment and cannot replace the medical reality.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"A_Secured_New_Job_That_Is_Medically_Suitable\"><\/span>A Secured New Job That Is Medically Suitable<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">An employee may have obtained a new job that is better suited to their capacity and recovery.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Before ending the existing contract, the employee should confirm:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The new contract is final and unconditional<\/li>\n\n\n\n<li>The start date is realistic<\/li>\n\n\n\n<li>The work is medically suitable<\/li>\n\n\n\n<li>The new employer knows what it legally needs to know<\/li>\n\n\n\n<li>There is no gap in income<\/li>\n\n\n\n<li>The current non-compete or non-solicitation clause will not cause a problem<\/li>\n\n\n\n<li>The residence permit can be transferred or changed where required<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Moving to a new employer while still sick can shift salary and reintegration responsibilities. UWV notes that if a person changes jobs while sick and remains sick on the first day with the new employer, the new employer may become responsible for continued salary and reintegration.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"VSO_After_104_Weeks_of_Sickness\"><\/span>VSO After 104 Weeks of Sickness<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">After two years of sickness, the legal position changes.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The employer\u2019s normal wage-payment duty and the ordinary dismissal prohibition may have ended. The employer can then apply to UWV for permission to dismiss if the conditions for long-term incapacity are met.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">UWV examines, among other things, whether:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The employee cannot perform the original work because of sickness<\/li>\n\n\n\n<li>Sufficient recovery is unlikely within 26 weeks<\/li>\n\n\n\n<li>The original work cannot reasonably be adapted<\/li>\n\n\n\n<li>There is no suitable alternative position within the company or group<\/li>\n\n\n\n<li>Reasonable training would not make redeployment possible<\/li>\n\n\n\n<li>The dismissal prohibition has ended<\/li>\n\n\n\n<li>The employer sufficiently fulfilled reintegration obligations<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">At that stage, a VSO may avoid an UWV dismissal procedure and give the parties control over timing, compensation and practical arrangements.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The first sickness date, WIA status and any wage-payment sanction should still be checked before signing.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"A_Settlement_That_Fully_Addresses_the_Financial_Risks\"><\/span>A Settlement That Fully Addresses the Financial Risks<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">In some cases, an employee knowingly chooses termination despite uncertain benefit entitlement.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The financial package would then need to account for more than a standard severance amount. It may need to cover:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Lost salary during the remaining 104-week period<\/li>\n\n\n\n<li>The risk of no Ziektewet<\/li>\n\n\n\n<li>The risk of delayed or unavailable WW<\/li>\n\n\n\n<li>Pension loss<\/li>\n\n\n\n<li>Lost bonus, commission or equity<\/li>\n\n\n\n<li>Medical and reintegration costs<\/li>\n\n\n\n<li>Immigration-related costs<\/li>\n\n\n\n<li>Legal expenses<\/li>\n\n\n\n<li>The value of potential claims being released<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">This is a commercial decision rather than a guarantee that UWV will grant a benefit.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/dyclegal.com\/wp-content\/uploads\/2026\/07\/Jul-23-2026-12_49_04-PM-1024x683.jpg\" alt=\"Employee reviewing a VSO during sick leave with an employment lawyer in the Netherlands\" class=\"wp-image-2702\" srcset=\"https:\/\/dyclegal.com\/wp-content\/uploads\/2026\/07\/Jul-23-2026-12_49_04-PM-1024x683.jpg 1024w, https:\/\/dyclegal.com\/wp-content\/uploads\/2026\/07\/Jul-23-2026-12_49_04-PM-300x200.jpg 300w, https:\/\/dyclegal.com\/wp-content\/uploads\/2026\/07\/Jul-23-2026-12_49_04-PM-768x512.jpg 768w, https:\/\/dyclegal.com\/wp-content\/uploads\/2026\/07\/Jul-23-2026-12_49_04-PM.jpg 1536w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"VSO_After_Long-Term_Sickness\"><\/span>VSO After Long-Term Sickness<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A VSO proposed around the end of the two-year period requires a different assessment from an agreement offered after several weeks of burnout.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"WIA_and_Termination_Are_Separate_Processes\"><\/span>WIA and Termination Are Separate Processes<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Around week 88 of sickness, UWV normally informs the employee about applying for WIA. A complete reintegration report is generally needed, and WIA can begin after 104 weeks if the statutory conditions are met.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A WIA decision does not automatically terminate the employment contract. Likewise, signing a VSO does not itself determine whether the employee qualifies for WIA.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">UWV assesses WIA under its own statutory criteria. However, the employment end date, reintegration file, first sickness date, medical position and statements in the VSO can all affect the practical process.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The agreement should not contain language suggesting that the employee is fully recovered if the employee is simultaneously claiming continued incapacity for WIA purposes.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For a broader explanation, see the guide to <a href=\"https:\/\/dyclegal.com\/en\/blogs\/dismissal-after-2-years-sick-leave-netherlands\/\">dismissal after two years of sick leave in the Netherlands<\/a>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Check_for_a_Possible_UWV_Wage-Payment_Sanction\"><\/span>Check for a Possible UWV Wage-Payment Sanction<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">UWV reviews whether the employer did enough to support reintegration.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If the employer\u2019s efforts were inadequate, UWV can require the employer to continue salary for up to one additional year. The employer cannot dismiss the employee during that extended period.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Signing a VSO before this issue is resolved may give up a valuable right.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Before accepting an agreement near week 104, check:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Whether the WIA application was submitted on time<\/li>\n\n\n\n<li>Whether the reintegration report is complete<\/li>\n\n\n\n<li>Whether first-track and second-track reintegration were properly considered<\/li>\n\n\n\n<li>Whether suitable internal work existed<\/li>\n\n\n\n<li>Whether UWV has issued or may issue a loonsanctie<\/li>\n\n\n\n<li>Whether the employer disputes the first sickness date<\/li>\n\n\n\n<li>Whether the employee is performing productive work for part of the week<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"VSO_or_UWV_Dismissal_Procedure\"><\/span>VSO or UWV Dismissal Procedure?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">If the employee does not sign, the employer may apply to UWV after long-term sickness.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">That procedure requires the employer to substantiate the dismissal conditions. The employee has an opportunity to respond.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A VSO may still be preferable where it provides:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>An acceptable termination date<\/li>\n\n\n\n<li>Appropriate compensation<\/li>\n\n\n\n<li>Payment of all outstanding entitlements<\/li>\n\n\n\n<li>Release from restrictive covenants<\/li>\n\n\n\n<li>A neutral reference<\/li>\n\n\n\n<li>Certainty regarding practical arrangements<\/li>\n\n\n\n<li>Protection of immigration planning<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The employee should compare the offer with the likely outcome of an UWV procedure rather than assuming that signing is obligatory.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Partial_Work_Capacity_and_Suitable_Work\"><\/span>Partial Work Capacity and Suitable Work<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">An employee may remain partially sick but still be capable of adjusted or part-time work.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Before agreeing to full termination, assess:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Whether the existing role can be adapted<\/li>\n\n\n\n<li>Whether suitable work is available internally<\/li>\n\n\n\n<li>Whether the employee is already performing valuable work<\/li>\n\n\n\n<li>Whether a partial termination is being proposed<\/li>\n\n\n\n<li>How the remaining earning capacity affects WIA<\/li>\n\n\n\n<li>Whether another employer offers genuinely suitable work<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">UWV requires employers seeking dismissal after long-term incapacity to examine adapted work and suitable alternative positions.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"f_of_delivery\"><\/span>f of delivery.<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Special_Risks_for_Expats_and_Highly_Skilled_Migrants\"><\/span>Special Risks for Expats and Highly Skilled Migrants<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">For an international employee, the VSO can affect more than salary and benefits.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A residence permit may depend on the employment relationship or on employment with a recognised sponsor. The termination date in the VSO can therefore start an immigration deadline.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Under the IND rules current in July 2026, a highly skilled migrant whose job ends while the residence permit remains valid has up to three months to find a new qualifying job. A person who has held the permit for at least two years may have up to six months. The period cannot extend beyond the residence permit\u2019s expiry date and begins when the employment contract ends. These rules should be checked again before signing because immigration rules can change.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The VSO should therefore be reviewed for:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The exact contractual end date<\/li>\n\n\n\n<li>Whether paid release from work keeps employment active<\/li>\n\n\n\n<li>The remaining residence-permit validity<\/li>\n\n\n\n<li>The employee\u2019s total period as a highly skilled migrant<\/li>\n\n\n\n<li>The recognised-sponsor status of a prospective employer<\/li>\n\n\n\n<li>The effect on accompanying family members<\/li>\n\n\n\n<li>Alternative residence-permit options<\/li>\n\n\n\n<li>Pending permanent-residence or nationality applications<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">More detail is available in the guide to the <a href=\"https:\/\/dyclegal.com\/en\/blogs\/highly-skilled-migrant-search-period-netherlands\/\">highly skilled migrant search period after job loss<\/a>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Practical_Examples\"><\/span>Practical Examples<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Example_1_VSO_Offered_During_Early_Burnout\"><\/span>Example 1: VSO Offered During Early Burnout<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">An employee with a permanent contract has been sick for 10 weeks because of burnout. The employer offers two months\u2019 salary as compensation and asks for termination in six weeks.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If the employee does not sign, salary continuation and reintegration could potentially remain the employer\u2019s responsibility for much longer. If the employee signs while still sick, UWV may refuse Ziektewet, and WW will not be available if the employee remains unable to work on the end date.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The proposed two months\u2019 compensation should therefore be compared with the value of the continuing employment rights\u2014not merely with a standard severance calculation.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Example_2_Temporary_Contract_Ending_Naturally\"><\/span>Example 2: Temporary Contract Ending Naturally<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">An employee is sick, and the fixed-term contract will expire in two months. The employer proposes a VSO ending the contract immediately.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If the employee lets the contract expire naturally, the employer must generally continue salary until the contractual end and report the employee sick out of service. Ziektewet may then be available.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">An early VSO could sacrifice the remaining salary and complicate the UWV assessment. The employer would need to offer a clear and sufficient reason for the employee to accept that risk.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Example_3_VSO_in_Week_106\"><\/span>Example 3: VSO in Week 106<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">An employee has passed 104 weeks of sickness. The WIA application is pending, and the employer proposes a VSO with compensation equivalent to the transition payment.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Before signing, the employee should verify the first sickness date, whether UWV may impose a loonsanctie, whether suitable part-time work exists, what the reintegration report says and whether the compensation calculation is correct.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A VSO may be appropriate at this stage, but the passage of 104 weeks alone does not answer all of these questions.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Example_4_Employee_Expects_to_Recover_Before_the_End_Date\"><\/span>Example 4: Employee Expects to Recover Before the End Date<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">An employee is partially sick when signing negotiations start but is expected to recover within two months. The proposed termination date is three months away.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The employee should obtain current occupational-health advice and avoid guaranteeing recovery. The agreement should address what happens if the employee is still sick, partially sick or has relapsed on the termination date.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A properly worded employer-initiated VSO can support WW eligibility only if the employee is genuinely available for work and satisfies the remaining WW conditions.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Example_5_Highly_Skilled_Migrant_on_Sick_Leave\"><\/span>Example 5: Highly Skilled Migrant on Sick Leave<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">A highly skilled migrant signs a VSO with an end date of 1 October. The residence permit is valid until 15 December.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Even where the employee qualifies for the longer six-month search period, it cannot continue beyond the permit\u2019s validity. The practical period in this example may therefore end on 15 December.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Negotiating a later employment end date could provide additional time to recover and find a recognised sponsor. The current IND rules and the particular residence document must be checked before agreement.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_Should_You_Do_After_Receiving_a_VSO_While_Sick\"><\/span>What Should You Do After Receiving a VSO While Sick?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"1_Do_Not_Sign_on_the_Same_Day\"><\/span>1. Do Not Sign on the Same Day<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Ask for the proposal in writing.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Do not rely only on an HR explanation or verbal assurance that the agreement is standard, benefit-safe or non-negotiable.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"2_Collect_the_Relevant_Documents\"><\/span>2. Collect the Relevant Documents<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">A proper review may require:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Employment contract and amendments<\/li>\n\n\n\n<li>Applicable CAO<\/li>\n\n\n\n<li>Proposed VSO<\/li>\n\n\n\n<li>Recent payslips<\/li>\n\n\n\n<li>First sickness date<\/li>\n\n\n\n<li>Company-doctor advice<\/li>\n\n\n\n<li>Problem analysis<\/li>\n\n\n\n<li>Plan of action<\/li>\n\n\n\n<li>First-year evaluation<\/li>\n\n\n\n<li>Reintegration correspondence<\/li>\n\n\n\n<li>WIA or UWV correspondence<\/li>\n\n\n\n<li>Residence permit and IND decisions<\/li>\n\n\n\n<li>Bonus, equity and pension documents<\/li>\n\n\n\n<li>Existing non-compete clause<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Medical details should only be shared where they are relevant and appropriate.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"3_Compare_Signing_With_Not_Signing\"><\/span>3. Compare Signing With Not Signing<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Calculate what happens if the employment continues.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Consider:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Remaining sick-pay period<\/li>\n\n\n\n<li>Contractual sick-pay percentage<\/li>\n\n\n\n<li>Expected recovery period<\/li>\n\n\n\n<li>Reintegration opportunities<\/li>\n\n\n\n<li>Natural end date of a temporary contract<\/li>\n\n\n\n<li>Potential WIA route<\/li>\n\n\n\n<li>Possible loonsanctie<\/li>\n\n\n\n<li>Immigration timeline<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">A VSO cannot be valued correctly without this comparison.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"4_Clarify_the_Medical_Position\"><\/span>4. Clarify the Medical Position<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Where recovery or capacity is disputed, obtain current occupational-health advice.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A second opinion may be appropriate where you doubt the company doctor\u2019s medical advice. An UWV expert opinion may help where the dispute concerns suitable work or reintegration efforts.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"5_Request_a_Legal-Cost_Contribution\"><\/span>5. Request a Legal-Cost Contribution<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Ask the employer to include a separate contribution for independent legal review.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The contribution should not be deducted from the severance amount unless that is explicitly and knowingly agreed.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"6_Negotiate_the_Entire_Agreement\"><\/span>6. Negotiate the Entire Agreement<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Do not focus only on severance.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The end date, notice period, salary, benefits, restrictive covenants, reference, immigration timing and final discharge may be equally important.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"7_Act_Quickly_if_You_Have_Already_Signed\"><\/span>7. Act Quickly if You Have Already Signed<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Check the signing date and the wording on the cooling-off period immediately.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Where the 14-day or 21-day period is still open, cancellation must be made in writing. After that period, challenging the agreement becomes more difficult and will depend on the specific facts.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/dyclegal.com\/wp-content\/uploads\/2026\/07\/jul-23-2026-12_51_25-PM-1024x683.jpg\" alt=\"Employee with burnout considering a settlement agreement during sick leave\" class=\"wp-image-2704\" srcset=\"https:\/\/dyclegal.com\/wp-content\/uploads\/2026\/07\/jul-23-2026-12_51_25-PM-1024x683.jpg 1024w, https:\/\/dyclegal.com\/wp-content\/uploads\/2026\/07\/jul-23-2026-12_51_25-PM-300x200.jpg 300w, https:\/\/dyclegal.com\/wp-content\/uploads\/2026\/07\/jul-23-2026-12_51_25-PM-768x512.jpg 768w, https:\/\/dyclegal.com\/wp-content\/uploads\/2026\/07\/jul-23-2026-12_51_25-PM.jpg 1536w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Frequently_Asked_Questions\"><\/span>Frequently Asked Questions<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Can_my_employer_offer_me_a_VSO_while_I_am_on_sick_leave\"><\/span>Can my employer offer me a VSO while I am on sick leave?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yes. A VSO is based on mutual consent, so an employer may propose it during sickness. You are not required to accept it, and UWV warns sick employees against signing without considering the benefit consequences.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Do_I_have_to_sign_a_settlement_agreement_during_sickness\"><\/span>Do I have to sign a settlement agreement during sickness?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">No. A VSO cannot end the employment relationship without your agreement. The employer may pursue another legally available dismissal route, but during the first two years of sickness an ordinary dismissal is generally prohibited.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Can_my_employer_stop_paying_my_salary_if_I_refuse_the_VSO\"><\/span>Can my employer stop paying my salary if I refuse the VSO?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Not solely because you refused consensual termination. The employment contract continues, as do the applicable sick-pay and reintegration rules. Salary consequences may arise separately if an employee unjustifiably fails to cooperate with reasonable reintegration duties.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Can_I_receive_Ziektewet_after_signing_a_VSO_while_sick\"><\/span>Can I receive Ziektewet after signing a VSO while sick?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">There is a serious risk that you will not. UWV states that an employee who is still sick and incapacitated when signing will probably not receive Ziektewet. The exact outcome depends on the contract type, timing, reason for termination and other facts.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Can_I_receive_WW_if_I_am_still_sick_on_the_termination_date\"><\/span>Can I receive WW if I am still sick on the termination date?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">No immediate WW is available if you are not capable of and available for paid work. UWV expressly identifies immediate availability as a condition and states that an employee cannot receive WW while sick at the end of employment.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Is_a_VSO_safe_if_it_says_that_I_retain_my_right_to_WW\"><\/span>Is a VSO safe if it says that I retain my right to WW?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Not necessarily. Correct employer-initiative, no-fault and notice-period wording is important, but UWV is not bound by a contractual promise. Your actual health and availability on the termination date remain decisive.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Can_I_report_myself_recovered_before_the_termination_date\"><\/span>Can I report myself recovered before the termination date?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Only where the recovery declaration reflects your actual ability to work. Do not report recovered merely to fit the wording of the agreement or obtain WW. Where capacity is uncertain, seek current occupational-health advice.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_happens_if_I_become_sick_after_signing_the_agreement\"><\/span>What happens if I become sick after signing the agreement?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Report the sickness correctly and obtain legal advice promptly. The result may depend on whether you were healthy when signing, when the sickness began, whether the termination remains unrelated to sickness and whether you are still sick at the end date. Do not assume that either WW or Ziektewet will automatically apply.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Does_the_same_rule_apply_to_burnout\"><\/span>Does the same rule apply to burnout?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yes. Burnout and other psychological conditions can constitute sickness where they prevent the employee from performing the work. The same salary, reintegration, dismissal and benefit risks can therefore apply.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Is_signing_safer_after_104_weeks_of_sickness\"><\/span>Is signing safer after 104 weeks of sickness?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">It can be, because the ordinary wage-payment period and dismissal prohibition may have ended. Before signing, check the WIA process, possible loonsanctie, suitable work, partial capacity, first sickness date and compensation.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Will_signing_a_VSO_affect_my_WIA_application\"><\/span>Will signing a VSO affect my WIA application?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">A VSO does not itself decide WIA entitlement; UWV makes that assessment. However, signing before or around 104 weeks can affect the employment, salary and reintegration context, and inaccurate statements in the agreement can create problems. The VSO and WIA file should therefore be reviewed together.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_happens_if_UWV_imposes_a_loonsanctie\"><\/span>What happens if UWV imposes a loonsanctie?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The employer may have to continue paying wages and supporting reintegration for up to one additional year, and dismissal protection continues during that extended period. Signing a VSO may give up that protection, so do not sign before the sanction issue has been assessed.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Can_a_temporary_contract_expire_while_I_am_sick\"><\/span>Can a temporary contract expire while I am sick?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yes. A fixed-term contract can end automatically on its agreed date. The employer then reports the employee sick out of service, and the employee may be eligible for Ziektewet. This is different from agreeing to end the contract early.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Am_I_automatically_entitled_to_a_transition_payment_under_a_VSO\"><\/span>Am I automatically entitled to a transition payment under a VSO?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">No standard transition payment arises automatically merely because a VSO is signed. The compensation must be expressly negotiated and recorded. An amount equivalent to the transition payment can be used as a benchmark, especially after long-term sickness.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"How_long_do_I_have_to_cancel_a_signed_settlement_agreement\"><\/span>How long do I have to cancel a signed settlement agreement?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Normally 14 days. If the employer did not inform you of the cooling-off right in the agreement, the period is normally 21 days. Cancellation must be made in writing.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Should_the_employer_pay_for_my_legal_review\"><\/span>Should the employer pay for my legal review?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The contribution is generally a negotiation point rather than an automatic entitlement. Many VSOs include a separate employer-funded legal budget. Ask for it before instructing an adviser where possible.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Can_a_VSO_affect_a_highly_skilled_migrant_residence_permit\"><\/span>Can a VSO affect a highly skilled migrant residence permit?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yes. The contractual end date can start the IND job-search period. Under the rules current in July 2026, this may be up to three months or, after at least two years on the permit, up to six months, but never beyond the residence permit\u2019s expiry date.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_can_I_do_if_I_have_already_signed\"><\/span>What can I do if I have already signed?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Check immediately whether the 14-day or 21-day cooling-off period remains open. Where it does, cancel in writing and retain evidence that the notice was delivered. Where it has expired, obtain legal advice about the wording, signing circumstances and any remaining options.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Related_Articles_and_Official_Sources\"><\/span>Related Articles and Official Sources<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Related_DYC_Legal_Articles\"><\/span>Related DYC Legal Articles<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/dyclegal.com\/en\/blogs\/sick-leave-employment-law-netherlands\/?utm_source=chatgpt.com\">Sick Leave Employment Law in the Netherlands<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/dyclegal.com\/en\/blogs\/dismissal-after-2-years-sick-leave-netherlands\/\">Dismissal After 2 Years of Sick Leave in the Netherlands<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/dyclegal.com\/en\/blogs\/burnout-at-work-netherlands-employee-rights\/\">Burnout at Work in the Netherlands<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/dyclegal.com\/en\/blogs\/netherlands-settlement-agreements\/\">Settlement Agreements in the Netherlands<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/dyclegal.com\/en\/blogs\/highly-skilled-migrant-search-period-netherlands\/\">Highly Skilled Migrant Search Period After Job Loss<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/dyclegal.com\/en\/blogs\/applying-for-unemployment-benefits-ww-benefit-in-the-netherlands\/\">Applying for WW Benefits in the Netherlands<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/dyclegal.com\/en\/blogs\/garden-leave-non-compete-netherlands\/\">Garden Leave and Non-Compete in the Netherlands<\/a><\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Official_Sources\"><\/span>Official Sources<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/www.uwv.nl\/nl\/ontslag\/ontslag-tijdens-ziekte?utm_source=chatgpt.com\" rel=\"nofollow noopener\" target=\"_blank\">UWV rules on dismissal and a VSO during sickness<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.uwv.nl\/en\/individuals\/dismissal-and-redundancy\/if-you-agree-to-your-dismissal-or-redundancy?utm_source=chatgpt.com\" rel=\"nofollow noopener\" target=\"_blank\">UWV guidance when an employee agrees to dismissal<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/business.gov.nl\/regulations\/sick-pay\/?utm_source=chatgpt.com\" rel=\"nofollow noopener\" target=\"_blank\">Official sick-pay requirements in the Netherlands<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/business.gov.nl\/regulations\/reintegration-obligations\/?utm_source=chatgpt.com\" rel=\"nofollow noopener\" target=\"_blank\">Official reintegration obligations for employers and employees<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.uwv.nl\/nl\/ww\/wanneer-recht-op-ww?utm_source=chatgpt.com\" rel=\"nofollow noopener\" target=\"_blank\">UWV conditions for receiving WW<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.uwv.nl\/nl\/ontslag\/ontslag-na-2-jaar-arbeidsongeschiktheid-ziekte?utm_source=chatgpt.com\" rel=\"nofollow noopener\" target=\"_blank\">UWV dismissal rules after two years of sickness<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.rijksoverheid.nl\/themas\/werk\/ontslag\/nieuwe-regels-ontslagrecht?utm_source=chatgpt.com\" rel=\"nofollow noopener\" target=\"_blank\">Government guidance on mutual termination and the cooling-off period<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.uwv.nl\/nl\/ziek\/ziek-uit-dienst?utm_source=chatgpt.com\" rel=\"nofollow noopener\" target=\"_blank\">UWV guidance when employment ends while the employee is sick<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.uwv.nl\/en\/individuals\/forms\/seeking-an-expert-opinion\" rel=\"nofollow noopener\" target=\"_blank\">UWV expert opinion when reintegration is disputed<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/ind.nl\/en\/residence-permits\/work\/highly-skilled-migrant?utm_source=chatgpt.com\" rel=\"nofollow noopener\" target=\"_blank\">Current IND rules for highly skilled migrants<\/a><\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Legal_Advice_From_DYC_Legal_Consultancy\"><\/span>Legal Advice From DYC Legal Consultancy<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A VSO received during sickness should not be reviewed in the same way as an ordinary termination agreement.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The document may affect your continued salary, reintegration rights, Ziektewet, WW, WIA, severance, non-compete obligations and\u2014if you are an international employee\u2014your right to remain and work in the Netherlands.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">DYC Legal Consultancy assists employees, expats, Turkish-speaking clients and international professionals with:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Reviewing the proposed settlement agreement<\/li>\n\n\n\n<li>Comparing the offer with the value of continued employment<\/li>\n\n\n\n<li>Assessing Ziektewet, WW and WIA risks<\/li>\n\n\n\n<li>Checking the correct termination date and notice period<\/li>\n\n\n\n<li>Negotiating compensation and legal costs<\/li>\n\n\n\n<li>Protecting bonus, leave, pension and reference rights<\/li>\n\n\n\n<li>Limiting non-compete and final-discharge clauses<\/li>\n\n\n\n<li>Assessing highly skilled migrant and other residence-permit consequences<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Before signing, arrange a confidential consultation through the <a href=\"https:\/\/dyclegal.com\/en\/contact\/?utm_source=chatgpt.com\">DYC Legal Consultancy contact page<\/a>. Bring the proposed VSO, employment contract, applicable CAO, first sickness date, recent payslips, relevant company-doctor and reintegration documents, and any UWV or IND correspondence.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\"><strong>Legal disclaimer:<\/strong> This article provides general information as of 22 July 2026 and does not constitute individual legal advice. A VSO described as WW-safe does not guarantee entitlement to WW, Ziektewet or WIA; UWV determines benefit entitlement independently. Employment contracts, collective agreements, medical circumstances, statutory thresholds and IND rules can change the outcome. Current official rules should therefore be checked before signing, cancelling or negotiating a settlement agreement.<\/p>\n<\/blockquote>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n","protected":false},"excerpt":{"rendered":"<p>An employer may offer a VSO during sick leave in the Netherlands, but you are not required to accept it. If you sign while you are still unfit for work\u2014especially during the first 104 weeks\u2014you may voluntarily bring your rights to continued salary and reintegration to an end, while UWV warns that Ziektewet will probably [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":2698,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-2696","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog"],"_links":{"self":[{"href":"https:\/\/dyclegal.com\/en\/wp-json\/wp\/v2\/posts\/2696","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/dyclegal.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/dyclegal.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/dyclegal.com\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/dyclegal.com\/en\/wp-json\/wp\/v2\/comments?post=2696"}],"version-history":[{"count":2,"href":"https:\/\/dyclegal.com\/en\/wp-json\/wp\/v2\/posts\/2696\/revisions"}],"predecessor-version":[{"id":2706,"href":"https:\/\/dyclegal.com\/en\/wp-json\/wp\/v2\/posts\/2696\/revisions\/2706"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/dyclegal.com\/en\/wp-json\/wp\/v2\/media\/2698"}],"wp:attachment":[{"href":"https:\/\/dyclegal.com\/en\/wp-json\/wp\/v2\/media?parent=2696"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/dyclegal.com\/en\/wp-json\/wp\/v2\/categories?post=2696"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/dyclegal.com\/en\/wp-json\/wp\/v2\/tags?post=2696"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}