If you fall ill while working abroad, it is important to know not only how much you earn, but also what rules apply when you are temporarily unable to work. In Germany, employees generally receive 100% of their salary during the first 6 weeks of illness. In the Netherlands, sick pay amounts to at least 70% of earnings, while protection can last for up to 104 weeks. In Poland, the standard sick pay rate is 80% of the calculation base and can be paid for a maximum of 182 days.
The differences between these countries go beyond the percentages. It is also important to consider how long the benefit is paid, who is responsible for the payment and what obligations employees have while they are off sick.
Sick Pay in Poland, the Netherlands and Germany – Comparison
| Country | Standard payment | Who pays? | Maximum period |
|---|---|---|---|
| Poland | 80% of the calculation base | First the employer, then ZUS | 182 days |
| The Netherlands | At least 70% of earnings | Usually the employer, in some cases UWV | Up to 104 weeks |
| Germany | 100% for the first 6 weeks, then 70% of gross pay, up to 90% of net pay | First the employer, then Krankenkasse | 78 weeks within 3 years |
Sick Pay in the Netherlands – How Much Can You Receive?
The Netherlands differs from Poland and Germany primarily in terms of the length of protection provided to employees who become ill. Temporary incapacity for work can last for up to 104 weeks, or two years.
During this period, employees are generally entitled to at least 70% of their earnings. The amount may be calculated with reference to the so-called dagloon, meaning the daily wage used as the basis for calculating certain social benefits.
The actual payment may be higher than the statutory minimum. Some collective labour agreements (CAOs) provide for payments of 90% or even 100% of earnings, particularly during the first year of sickness.
In 2026, the maximum SV-dagloon is around €227 gross per day. This means that employees with higher earnings are subject to a maximum amount above which the relevant benefit is not calculated.
Who Pays Sick Pay in the Netherlands?
If an employee works directly for an employer, the employer usually continues to pay them during their illness. However, there are situations in which payments are made by UWV, the Dutch public institution responsible, among other things, for certain sickness and incapacity benefits.
This is particularly important for employees working under temporary contracts or through temporary employment agencies, as the applicable rules may depend on the specific form of employment.
How Is Illness Confirmed in the Netherlands?
The Dutch system differs from the Polish one. There is no traditional sick note from a GP in the same form as the Polish L4 certificate.
An employee’s ability to work is assessed by a bedrijfsarts, or occupational physician. Their role is to determine whether the employee can perform their job and what restrictions need to be taken into account. A huisarts, meaning a general practitioner or family doctor, is responsible for treating the patient but does not assess their ability to work for the employer.
The process of returning to work also plays an important role in the Netherlands. Employers and employees are expected to cooperate as part of a reintegration process to facilitate a gradual return to work when the employee’s health allows it.
Can an Employer Dismiss an Employee During Sick Leave?
During the first 104 weeks of illness, the Netherlands generally applies an opzegverbod bij ziekte, meaning a prohibition on dismissal because of illness.
However, this does not provide an absolute guarantee of job security in every situation. There are exceptions, and the outcome may also depend on the type of employment contract and the circumstances of the individual case.
It is also worth noting that the first one or two days of sickness may be unpaid if this is permitted by the employment contract or the applicable collective labour agreement.
Sick Pay in Germany – 100% of Salary for the First 6 Weeks
Germany’s system of temporary incapacity for work is particularly favourable to employees during the initial stage of illness. During the first 6 weeks, or 42 days, the employer generally continues to pay 100% of the employee’s salary. This payment is known as Entgeltfortzahlung im Krankheitsfall.
To qualify for this entitlement, an employee generally needs to have been continuously employed by the particular employer for at least 4 weeks. If the illness occurs earlier, different payment rules apply.
After the first six weeks, the situation changes. Payments are taken over by the employee’s health insurance fund (Krankenkasse) in the form of Krankengeld.
How Much Is Krankengeld?
Krankengeld generally amounts to 70% of gross earnings, but no more than 90% of net earnings.
In 2026, the maximum Krankengeld is approximately €135.63 per day. Therefore, employees with higher salaries are subject to a statutory maximum.
Krankengeld for the same illness can generally be paid for a maximum of 78 weeks within a three-year period.
Electronic Sick Note in Germany – eAU
Germany uses the eAU (elektronische Arbeitsunfähigkeitsbescheinigung) system, which is an electronic certificate confirming temporary incapacity for work.
After a medical examination, information about the employee’s incapacity for work is transmitted electronically to their health insurance fund. The employer retrieves the necessary information directly through the system.
This does not mean that employees have no further obligations. They must still inform their employer of their illness and the expected duration of their absence as soon as possible.
Can an Employee Be Dismissed While on Sick Leave?
Germany does not have an automatic ban on dismissal simply because an employee is on sick leave.
In other words, dismissal during illness is possible in principle. However, krankheitsbedingte Kündigung, or dismissal due to illness, must meet the requirements of German employment law. The mere fact that someone is on sick leave does not mean that an employer can terminate their employment without restrictions.
Sick Pay in Poland – How Much Is Paid During L4?
The Polish system differs from the German and Dutch systems, particularly in terms of the length of the payment period.
During the first 33 days of illness in a calendar year, the employer pays the employee what is known as wynagrodzenie chorobowe, or sick pay. For employees over the age of 50, this period is reduced to 14 days.
From the 34th day of illness, or from the 15th day for employees over 50, the employee receives zasiłek chorobowy, or sickness benefit. Depending on the number of employees in the company and its status, the payment may be made by ZUS or by the employer itself.
How Much Is the Sickness Benefit in Poland?
The standard benefit amounts to 80% of the calculation base.
In certain situations, an employee may receive 100% of the calculation base. This applies, for example, to incapacity for work during pregnancy, an accident on the way to or from work, and certain cases involving organ or tissue donation.
There is also a so-called waiting period before an employee becomes entitled to the benefit. For compulsory sickness insurance, this is generally 30 days of continuous insurance, while voluntary insurance usually requires 90 days.
The standard maximum period for receiving sickness benefit is 182 days.
Where Is Sick Pay More Advantageous – Poland, the Netherlands or Germany?
A comparison of the three countries reveals significant differences.
The Netherlands offers the longest period of protection – sick pay can continue for up to 104 weeks, or two years. Another advantage is the strong protection against dismissal due to illness during this period.
Germany is the most favourable at the beginning of an illness. During the first six weeks, employees generally receive 100% of their salary, after which they move on to Krankengeld.
Poland provides a standard payment of 80% of the calculation base, while the standard maximum payment period is 182 days.
When choosing a country in which to work, therefore, it is important not to focus solely on the salary level. The type of employment contract, the terms of the collective labour agreement (CAO in the Netherlands), insurance rules and the specific conditions offered by the employer are equally important.
What Should You Do If You Become Ill While Working Abroad?
Before leaving for work abroad, it is worth checking the rules that apply in the country where you will be employed. They can differ significantly from those in Poland.
If you become ill, the first thing you should do is inform your employer as soon as possible. Even if the doctor or insurance system sends information about your incapacity for work electronically, the employee will generally still be responsible for informing the employer about their absence.
In the Netherlands, you should follow your employer’s internal procedure and, if necessary, undergo an assessment by a bedrijfsarts. In Germany, the eAU system is used, but employees must also inform their employer of their illness in good time.
It is also worth checking who will be responsible for paying you during your illness and how long you are entitled to receive the benefit. This can help you avoid unpleasant financial surprises.
Find Legal Work Abroad
If you are planning to work in Germany or the Netherlands, carefully check the employment conditions, salary, type of contract, insurance and rules that apply in the event of illness before signing an employment agreement.
Current legal job offers can be found on europa.jobs. By choosing a verified offer and official employment, you receive not only a salary but also access to the social protection provided by the legislation of the country where you work.
Related articles:
- https://blog.europa.jobs/en/art-working-in-germany-or-working-in-the-netherlands-a-starting-budget/
- https://blog.europa.jobs/en/art-the-most-common-mistakes-when-signing-an-employment-contract-in-germany-and-the-netherlands/
FAQ
Is a Polish L4 sick note valid in Germany or the Netherlands?
A Polish document can confirm temporary incapacity for work, but the way it is recognised and the further procedure depend on the country of employment, the employer and the applicable insurance system.
If you work abroad, you should follow the procedure applicable in the country where you are employed and inform your employer about your illness in good time. Germany uses the eAU system, while in the Netherlands an employee’s ability to work is assessed by a bedrijfsarts.
What happens when the maximum sick pay period expires?
Once the statutory payment period ends, entitlement to the relevant benefit generally expires. Depending on the employee’s health, ability to continue working and the legislation of the country concerned, other forms of social support or procedures may be available.
Can I lose my job while on sick leave abroad?
This depends on the country. In the Netherlands, employees are generally protected against dismissal due to illness during the first 104 weeks. In Germany, dismissal during sick leave is possible, but a dismissal specifically due to illness must meet the requirements of employment law.
How and when should I report illness in the Netherlands and Germany?
You should inform your employer about your illness as soon as possible, often before your work shift begins.
In the Netherlands, the employer’s internal procedure usually applies – for example, a phone call or a dedicated reporting system. If necessary, the employee will be contacted by or referred to a bedrijfsarts.
In Germany, employees must also notify their employer of their incapacity for work without delay. Medical information is transmitted electronically through the eAU system, but the electronic sick note does not remove the employee’s obligation to inform the employer about their absence.
