CORRECTION: it's a MINIMUM of two years. generally it's 100% of your wage in the first year, 70% in the second.
a dutch employer must also:
refrain from asking medical details. all they have a right to know is that you cannot work, the aspects of work that you cannot perform, and whether you're making efforts to recover
provide open consultations with a doctor specialised in occupational health
(partially) cover the costs of treatments that'll help you get back to work quicker and more sustainably
make efforts to prevent illnesses due to work (including burn-out and repetitive strain injuries)
provide temporary or permanent alternative working conditions (e.g., fewer hours, different tasks, ergonomic tools) if it's impossible or hazardous to the employee's health to (fully) return to their regular work and working conditions
provide assistance in finding an alternative employer if no suitable alternative work can be found within the organisation
the exact details can differ based on union agreements, the size of the organisation, specific contracts, and what have you. but this is the baseline for contractual permanent positions by law.
partially sharing because i have a lot of dutch followers this may sooner or later apply to, and partially to show the true extent of what's possible.
the dutch system is set up so that people can focus on recovery and making a healthy and sustainable return to work. in practice there's plenty of room for improvements on those fronts. but all in all, it's been shown to be more cost-effective than a continuous rotation of people getting more and more ill due to work until they reach a breaking point and have to recover for far longer than if those people had had the opportunity to recover at an earlier stage.
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