{"id":3022,"date":"2023-10-02T09:46:03","date_gmt":"2023-10-02T09:46:03","guid":{"rendered":"https:\/\/www.arbeidsjurist-eindhoven.nl\/?page_id=3022"},"modified":"2025-05-08T13:04:06","modified_gmt":"2025-05-08T13:04:06","slug":"illness","status":"publish","type":"page","link":"https:\/\/www.arbeidsjurist-eindhoven.nl\/en\/illness\/","title":{"rendered":"Illness and reintegration"},"content":{"rendered":"
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Illness and reintegration<\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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We understand that illness and reintegration can be complex challenges. Often, employers and employees do not know exactly what the rights and obligations are during long-term illness. Do you have questions about illness, obligations under the Gatekeeper's Act or preventing salary sanctions? Our team is ready to advise and support you in such a situation, paying attention to your specific needs.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tYes, I would like advice<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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\n\t\t\t\t\n\t\t\t\t<\/circle><\/circle><\/circle><\/path><\/path><\/path><\/path><\/g><\/g><\/svg>\t\t\t\t<\/span>\n\t\t\t<\/div>\n\t\t\t\n\t\t\t\t\t\t
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\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tPersonal & committed\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\tWe have personalised attention to your unique situation.\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tFor both employer and employee\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\tEmployment legal advice for both employer and employee.\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tPractical solutions in plain language\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\tNo woolly advice, but concrete solutions.\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tAdvice from experienced labour lawyers\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\tSo you can be sure you will be provided with expert advice.\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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Rights and obligations in the event of long-term illness<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tCONTACT US<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
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You are ill and that is very annoying. Does this mean you can\u2019t work or only work part-time? The consequences for your income and reintegration depend on your situation. All previously discussed rights and obligations are laid down in the Gatekeeper Improvement Act. This law was established to reduce the number of long-term sick employees by intervening quickly and efficiently. All rights and obligations that employee and employer have in the event of illness are laid down in it. This includes matters such as drawing up an Action Plan (PoA) and keeping a reintegration file.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tCONTACT US<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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As an employer, you have a number of obligations when an employee is sick for a long time. You must make an effort to reintegrate the employee into your company. You do this, for example, by agreeing with the employee that he or she will work fewer hours or have a different set of tasks. You must also continue to pay at least 70% of the salary during the first two years. You may not dismiss an employee based on illness during the first two years. However, you may dismiss the employee for another reason<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t

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Reintegration obligations employer in case of illness<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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Obligations of employees in case of illness<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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As an employee, you are entitled to at least 70% of your salary during the first two years of illness. An employer must therefore continue to pay you, even if you are not at work. Also, your employer may not dismiss you during the first two years of illness, unless there is another reason than the disease. Furthermore, you are obliged to make an effort to reintegrate.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"illness\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"Arbeidsjurist\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\u201cComing together is the beginning. Keeping together is progress. Working together is success.\u201d<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t

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Conflict during illness<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Both employee and employer can request an expert opinion from the UWV when conflicts arise during the reintegration. It may happen that an employer believes that the employee is not making enough effort to reintegrate during illness. When the UWV agrees, an employer may impose sanctions, such as stopping the salary. It may also happen that an employee believes that the employer is not doing enough to reintegrate. Also then an expert opinion can be requested. If the UWV judges that the employee is right, the employer receives a wage penalty. This means that the time in which the wages must continue to be paid, will be extended. This is often a year or even longer.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\r\n\t\t\t\t\t\t\t\t\t\t\t\r\n\t\t\t\t\t\tHow long may you take to reintegrate?<\/span>\t\t\t\t\t\t<\/i><\/span><\/i><\/span><\/span>\t\t\t\t\t<\/div>\r\n\r\n\t\t\t\t\t\t\t\t\t\t\t
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In the Netherlands, no fixed maximum period for reintegration has been set, as the duration of reintegration strongly depends on the employee's individual situation, the nature of the illness or disability, and the possibilities for recovery and reintegration. Reintegration aims to help the employee return to work in a way that is appropriate to his or her health situation.<\/p>

The Gatekeeper Improvement Act regulates the reintegration obligations for both employers and employees in the Netherlands. The main objective of this law is to ensure that sick or disabled employees can return to work as quickly and as much as possible. The duration and course of the reintegration process can vary, and it is important to regularly evaluate progress.<\/p>

The reintegration process generally consists of two tracks:<\/p>

  1. First track: This involves the employee trying to return to his current employer in his current position or adapted work within the same company.<\/p><\/li>

  2. Second track: If it is not possible to return to the current employer, the employee should work with the employer to find suitable work with another employer.<\/p><\/li><\/ol>

    The duration of the reintegration process can vary depending on the employee's medical situation, the possibilities for workplace adjustments, and the availability of suitable work. However, there are legal deadlines and deadlines to be followed in the reintegration process. If, after 104 weeks (2 years), the reintegration efforts have still not resulted in resumption of work, this may lead to assessment of the occupational disability and possibly the award of disability benefits through the Work and Income according to Labour Capacity Act (WIA).<\/p>

    It is important to keep good track of reintegration progress and compliance with legal obligations and, if necessary, seek legal advice to ensure that the reintegration process is followed correctly.<\/p><\/div>\t\t\t\t\t\r\n\t\t\t\t\t\t<\/div> \r\n\t\t\t\t\t\t\t\t\t\t\r\n\t\t\t\t<\/div> \r\n\t\t\t\t\t\t\t\t

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    \r\n\t\t\t\t\t\t\t\t\t\t\t\r\n\t\t\t\t\t\tCan you be fired during a reintegration process?<\/span>\t\t\t\t\t\t<\/i><\/span><\/i><\/span><\/span>\t\t\t\t\t<\/div>\r\n\r\n\t\t\t\t\t\t\t\t\t\t\t
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    Specific rules and laws apply in the Netherlands regarding dismissal during illness or reintegration. These rules are laid down in the Gatekeeper Improvement Act and the Disability Insurance Act (WAO), which has since been replaced by the Work and Income according to Labour Capacity Act (WIA).<\/p>

    1. Dismissal during illness: In the Netherlands, dismissal during illness is not allowed in most cases. However, there are exceptions, such as dismissal for economic reasons or dismissal for long-term disability after 104 weeks of illness. In such cases, the employer must follow specific procedures and obtain permission from the UWV (Employees Insurance Agency). A settlement agreement can also be concluded. You can read more about sick leave with a settlement agreement<\/a> in our blog.<\/p><\/li>

    2. Dismissal after reintegration: If reintegration efforts do not lead to the employee's recovery and no suitable work is available, dismissal after reintegration can also take place. Specific procedures and rules also apply to this.<\/p><\/li><\/ol><\/div>\t\t\t\t\t\r\n\t\t\t\t\t\t<\/div> \r\n\t\t\t\t\t\t\t\t\t\t\r\n\t\t\t\t<\/div> \r\n\t\t\t\t\t\t\t\t

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      \r\n\t\t\t\t\t\t\t\t\t\t\t\r\n\t\t\t\t\t\tWhat are my obligations as an employee during illness?<\/span>\t\t\t\t\t\t<\/i><\/span><\/i><\/span><\/span>\t\t\t\t\t<\/div>\r\n\r\n\t\t\t\t\t\t\t\t\t\t\t
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      You can read more about this in the paragraph above on 'employee obligations during illness.'<\/a><\/p><\/div>\t\t\t\t\t\r\n\t\t\t\t\t\t<\/div> \r\n\t\t\t\t\t\t\t\t\t\t\r\n\t\t\t\t<\/div> \r\n\t\t\t\t\t\t\t\t

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      \r\n\t\t\t\t\t\t\t\t\t\t\t\r\n\t\t\t\t\t\tHow long is an employer responsible for a sick employee?<\/span>\t\t\t\t\t\t<\/i><\/span><\/i><\/span><\/span>\t\t\t\t\t<\/div>\r\n\r\n\t\t\t\t\t\t\t\t\t\t\t
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      An employer in the Netherlands is responsible for continuing to pay wages to a sick employee during the first 104 weeks (2 years) of illness, according to the wage payment obligation. During this period, at least 70% of last-earned wages must be continued to be paid, with a minimum of 70% of the minimum wage. The employer and employee must work together on reintegration efforts to get the employee back to work. If incapacity for work continues after 104 weeks, this may lead to an assessment of incapacity for work and possibly the award of incapacity benefits through the Work and Income according to Labour Capacity Act (WIA).<\/p><\/div>\t\t\t\t\t\r\n\t\t\t\t\t\t<\/div> \r\n\t\t\t\t\t\t\t\t\t\t\r\n\t\t\t\t<\/div> \r\n\t\t\t\t\r\n\t\t<\/div> \r\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t

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      Frequently asked questions on illness and reintegration<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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      Find answers to the most frequently asked questions on illness and reintegration here.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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      We always aim for the best result. Based on out Google reviews, you can learn how others have experienced our support.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t

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      Reviews from satisfied clients<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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      <\/path><\/svg><\/div>
      \"\"Farhad VISHKAEE<\/a>
      13:20 27 Jan 25<\/div><\/div>
      <\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/span><\/div>
      Roy is professioneel, verantwoordelijk, heeft een duidelijk inzicht in wat er moet gebeuren en onderneemt met vertrouwen de juiste acties. Ik beveel hem en de diensten van zijn team ten zeerste aan.<\/span><\/div><\/div><\/g><\/svg><\/div><\/div>
      \"\"Erik van Rooij<\/a>
      12:45 22 Jan 25<\/div><\/div>
      <\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/span><\/div>
      De wijze waarom Mr. van der Wiel, snel en effectief handelt ben ik zeer over te spreken. Mocht u een jurist nodig hebben kan ik dit kantoor sterk aanbevelen. Online en telefonisch alles netjes afgehandeld.<\/span><\/div><\/div><\/g><\/svg><\/div><\/div>
      \"\"Ardys Liu<\/a>
      13:01 05 Nov 24<\/div><\/div>
      <\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/span><\/div>
      Het is heel gemakkelijk om met Arbeidsjurist Eindhoven samen te werken en ze geven snel professioneel advies. Ik zou ze in de toekomst opnieuw overwegen als ik in de toekomst arbeidsrechtgerelateerde juridische dienstverlening nodig heb.<\/span><\/div><\/div><\/g><\/svg><\/div><\/div>
      \"\"Sticky Boer<\/a>
      13:31 17 Jul 24<\/div><\/div>
      <\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/span><\/div>
      Een hele goede en duidelijke advocaat, heeft in mijn situatie erg geholpen.

      Echt een aanrader als je in een ingewikkelde situatie zit.<\/span><\/div><\/div><\/g><\/svg><\/div><\/div>
      \"\"alain klein Braskamp<\/a>
      08:26 06 Feb 24<\/div><\/div>
      <\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/span><\/div>
      Ze hebben me erg goed geholpen in deze lastige situatie.
      Roy is persoonlijk, legt alles goed uit, blijft kalm en rustig en heeft goede kennis van zaken en kiest voor goede oplossingen.
      Als U een jurist zoekt kan ik U Roy zeer aanbevelen.<\/span><\/div><\/div><\/g><\/svg><\/div><\/div>
      \"\"Oscar Wouterse<\/a>
      15:53 03 Oct 23<\/div><\/div>
      <\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/span><\/div>
      Uitstekend geholpen. Er werd meteen tijd gemaakt door de jurist. Deze was naast goed in zijn werk ook nog eens heel meedenkend en toegankelijk.
      Hoop natuurlijk dat niemand in mijn situatie komt. Maar mocht het zo zijn kan ik deze groep zeker aanraden!
      Hartelijk voor jullie hulp<\/span><\/div><\/div><\/g><\/svg><\/div><\/div>
      \"\"Bart L<\/a>
      07:44 06 Sep 23<\/div><\/div>
      <\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/span><\/div>
      Goed en gedegen advies. Heldere communicatie, het is erg prettig werken met Roy van der Wiel. Als je met een arbeidsconflict\/ vraag zit zou ik zeker Roy van der Wiel\/ Arbeidsjurist Eindhoven aanraden.<\/span><\/div><\/div><\/g><\/svg><\/div><\/div>
      \"\"maud merelle<\/a>
      10:32 05 Aug 23<\/div><\/div>
      <\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/span><\/div>
      Ik ben enorm goed geholpen door Roy van der Wiel. Alle complimenten naar hem voor de snelle afhandeling, zijn professionaliteit en communicatie. Ik heb alles positief ervaren, waardoor ik hem zeker bij anderen zal aanraden.<\/span><\/div><\/div><\/g><\/svg><\/div><\/div>
      \"\"ton van woensel<\/a>
      15:44 31 May 23<\/div><\/div>
      <\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/span><\/div>
      All compliments to this law firm and especially Mr van der Wiel. Very good advice in easy language. Also very well thought through to the best solution and very smooth communication. A pleasure to work with.<\/span><\/div><\/div><\/g><\/svg><\/div><\/div>
      \"\"Mag Bur<\/a>
      12:40 15 May 23<\/div><\/div>
      <\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/span><\/div>
      professionele hulp, aan te bevelen.<\/span><\/div><\/div><\/g><\/svg><\/div><\/div>
      \"\"Saskia Van Tartwijk<\/a>
      17:50 30 Nov 22<\/div><\/div>
      <\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/span><\/div>
      Highly recommended! Expert, personal and quick advice! Thank you for your great help Roy.<\/span><\/div><\/div><\/g><\/svg><\/div><\/div>
      \"\"Amber Bastiaansen<\/a>
      16:08 03 Nov 22<\/div><\/div>
      <\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/span><\/div>
      I received very good advice from Roy. Conversation was pleasant and it is nice to be able to rely on his professional legal help. Should I need a lawyer in the future I know where to go. Will also definitely recommend this to those around me.<\/span><\/div><\/div><\/g><\/svg><\/div><\/div>
      \"\"Joey De Graaf<\/a>
      18:55 22 Mar 21<\/div><\/div>
      <\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/span><\/div>
      Ze hebben me enorm goed geholpen in een erg lastige situatie. Ik ben blij dat ik ze ingeschakeld heb. Werken snel, professioneel, maar ook heel persoonlijk, dat is fijn. Contact gehad met Roy.
      Van harte aan te bevelen dus!<\/span><\/div><\/div><\/g><\/svg><\/div><\/div>
      \"\"Leander<\/a>
      16:38 20 Nov 20<\/div><\/div>
      <\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/path><\/svg><\/span><\/span><\/div>
      Contacted Roy who acted quickly after my email. Gave good advice which I could immediately put into practice. Very nice when you find yourself in a complex situation with your work.<\/span><\/div><\/div><\/g><\/svg><\/div><\/div><\/div>
      <\/path><\/svg><\/div>
      <\/div><\/div><\/div><\/div><\/div>\"\"<\/div> <\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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      Let's get in touch.<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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      Submit your employment law question directly and get help!<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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