Can you be fired during reintegration?
Blog by
Paul Bongers
9 April 2026
When you are ill and working on reintegration, it can feel uncertain. Many people wonder whether their job is safe during this period. Fortunately, the law offers protection in most cases.
In this blog, you’ll read about when dismissal during reintegration is and isn’t allowed, what exceptions exist, and what you can do if you doubt the legitimacy of a termination. At MEPD, we guide employers and employees to ensure this process runs carefully and clearly, with an eye for peace of mind and recovery.
Dismissal ban during illness
During illness, a dismissal ban applies in the Netherlands. This means that, in principle, your employer is not allowed to fire you as long as you are ill and cooperating with your reintegration.
This dismissal ban is in line with the Gatekeeper Improvement Act. That law is intended to make employer and employee jointly responsible for recovery and returning to work before termination can even be considered.
During this period, the employer is required to (partially) continue salary payments and actively contribute to reintegration. This ensures you have the time, security, and guidance needed to recover and gradually return to work.
As long as you cooperate with the process and keep your agreements, your job remains protected.
When is dismissal during reintegration allowed?
There are a few exceptions where dismissal during illness is possible. These situations are not directly related to the reintegration process itself and are not common in practice:
- During probation or with a temporary contract
If you are still in your probation period or if your temporary contract expires, the employer may terminate the employment agreement.
- In case of company closure or reorganization
If the company fully shuts down or a department is dissolved, dismissal can sometimes be permitted. - If you refuse to cooperate with reintegration
If you do not cooperate with your reintegration without a valid reason—such as refusing meetings or not accepting suitable work—the employer can request permission from the UWV. In our blog is reintegration mandatory and what does that mean for you, you can read what cooperation entails and what your boundaries are. - In case of repeated absence after recovery
If you become ill again after recovery, this counts as new absence and the usual rules apply again.
Although these exceptions exist, dismissal during reintegration remains prohibited in most cases.
What happens after two years of illness?
After two years of illness, the dismissal ban expires. The employer may then terminate the employment contract, but only if all legal requirements are met:
- The reintegration process is completed fully and correctly.
- No suitable work is available.
- The UWV has approved the termination.
After this period, the UWV also decides whether you qualify for WIA benefits. This assessment considers to what extent you can still work and what income matches that.
Sometimes, an employment contract remains “dormant” for a while after two years. This is only allowed if there is a valid reason, for instance, if the WIA assessment is still in progress. An employer is not allowed to delay this unnecessarily or use it to avoid paying compensation.
What can you do about (allegedly) wrongful dismissal?
If you are dismissed during your illness and you doubt whether this is justified, always start with a conversation. Often, an open discussion with your employer, possibly with support from a reintegration advisor, is enough to clarify things and prevent misunderstandings.
If this does not help or the situation remains unclear, you can take further steps.
In most cases you can file an objection with the UWV or, if that is not possible, go to the subdistrict court. The UWV will assess whether the dismissal followed the rules, while the subdistrict court considers the legality of the decision.
In both cases, it is wise to seek proper advice, for example from a legal specialist or a union.
Also keep all documents related to your reintegration, such as the action plan, meeting reports and emails. This way, you can show you cooperated with your recovery and clearly substantiate what has happened.
The role of MEPD
At MEPD, we guide employers and employees throughout the entire reintegration process specifically to prevent confusion and tension. We provide an overview, clear agreements, and open communication, with attention to the person behind the process.
By engaging expert guidance in time, peace and trust are created. This not only aids recovery but also prevents situations from escalating unnecessarily or becoming legal issues.
Do you have questions about dismissal, reintegration, or your rights during illness? Feel free to contact us. We’ll think along with you and help you navigate the process with care and a human touch.
Paul Bongers
Process manager and career advisor
I have over 25 years of experience in HR. From recruitment and selection to conducting job interviews and supporting employees looking for a new job, to carrying out development and reintegration processes.
