If you've ever woken up too ill to work and wondered whether you'll actually get paid, you're not alone. Sick leave laws across Europe vary so much from one border to the next that an employee in Berlin, a freelancer in Lisbon, and a remote contractor in Warsaw could all face completely different rules for the exact same flu. This guide breaks down statutory sick pay, waiting days, maximum duration, and sick note requirements in over 20 European countries, updated for 2026, so you can find your situation fast and know what to do next.
Whether you're an employee trying to understand your rights, an HR manager handling cross-border staff, or a freelancer who's never had a sick day paid in your life, this guide gives you the numbers, the terms explained in plain language, and a clear path to getting a valid medical certificate when you need one quickly.
Quick Answer: What Does Sick Leave Look Like Across Europe?
There is no single set of sick leave laws across Europe. Each country runs its own system, usually built on one of three funding models: the employer pays your wages directly, the state (through national health insurance or social security) pays a benefit, or the two split responsibility depending on how long you're off work.
In short: most European employees get paid something while sick, but the percentage of normal salary, the number of unpaid "waiting days" before pay kicks in, and the maximum length of coverage differ enormously. Germany pays 100% of salary for six weeks through the employer. The UK pays a flat statutory amount that's a fraction of average earnings. Sweden asks employees to cover the first "karensdag" (qualifying day) themselves. Meanwhile, freelancers and the self-employed in most countries get little to no automatic sick pay unless they've opted into voluntary social security schemes.
Almost every country also requires some form of medical certificate , often called a doctor's note, fit note, or sick note , once your absence passes a certain number of days, typically two to three.
Country-by-Country Sick Leave Comparison Table (2026)
This table condenses the sick pay percentage, waiting days, and certificate deadlines for employees across Europe into one reference. Figures reflect standard private-sector employees under general national schemes; collective bargaining agreements and specific industries can offer better terms.
| Country | Employer-Paid Period | Sick Pay (% of Salary) | Waiting Days | State Benefit Kicks In | Sick Note Required By |
|---|---|---|---|---|---|
| Germany | Up to 6 weeks | 100% | 0 | After 6 weeks (Krankengeld, ~70%) | Day 3 (some employers require day 1) |
| France | N/A (state-led) | 50–90% (with employer top-up) | 3 days | From day 4 | Within 48 hours |
| United Kingdom | Employer via SSP | Flat rate (~£116.75/week 2025-26) | 3 "waiting days" | N/A (SSP only) | After 7 days (fit note) |
| Netherlands | Up to 2 years | 70% (min. minimum wage year 1) | 0–2 (varies) | UWV after 2 years if still ill | Day 1–2 (employer policy) |
| Sweden | Employer days 2–14 | 80% | 1 (karensdag) | Försäkringskassan from day 15 | Day 8 |
| Spain | Days 4–15 (employer) | 60% then 75% | 3 days unpaid | Social Security from day 16 | Day 4 |
| Italy | Days 1–3 (employer, per CBA) | 50–100% (varies by contract) | 0–1 | INPS from day 4 | Day 1 |
| Poland | Days 1–33 (employer) | 80% (100% if pregnancy/accident) | 0 | ZUS after 33 days | Within 7 days |
| Belgium | Month 1 (employer) | 100% (week 1), then ~85-90% | 0 | Mutuelle/sickness fund after month 1 | Day 2 |
| Austria | Weeks 1–6+ (employer, tenure-based) | 100% then 80% | 0 | Health insurance after employer period | Day 3 |
| Ireland | Employer (statutory sick pay) | 70% (capped ~€110/day) | 0 (as of 2025 phase-in) | Illness Benefit if eligible | Day 1 |
| Denmark | Employer first 30 days | Full salary or flat rate | 0 | Municipality after 30 days | Employer discretion, often day 1 |
| Finland | Employer 1–2 months (tenure) | 100% typical | 1 day (self-cert first) | Kela after employer period | Day 1 self-cert, doctor's note if longer |
| Norway | Days 1–16 (employer) | 100% | 0 | NAV from day 17 | Self-cert 1–3 days, then doctor's note |
| Switzerland | Varies by canton/contract | 80–100% typical | 0–3 | Daily sickness allowance insurance if enrolled | Day 3 typical |
| Portugal | N/A (state-led) | 55–75% (rises with duration) | 3 days | Social Security from day 4 | Immediate certified declaration |
| Greece | Days 1–3 partial (employer) | 50% then IKA rate | 3 days | EFKA from day 4 | Day 1 |
| Czech Republic | Days 1–14 (employer) | 60–70% | 0 (no pay days 1-3 historically, phased out) | State sickness insurance from day 15 | Day 3 |
| Hungary | Days 1–15 (employer) | 70% | 0 | NEAK from day 16 | Day 1 |
| Romania | Days 1–5 (employer) | 75–100% | 0 | State health fund from day 6 | Within 3 days |
| Croatia | Days 1–42 (employer) | 70% minimum | 0 | HZZO after 42 days | Day 3 |
Rates and rules change frequently, especially as several countries continue adjusting statutory sick pay Europe-wide following post-pandemic reforms. Always confirm current figures with your national social security office or employer handbook before relying on these numbers for a claim.
Sick Pay Funding Models: Employer-Paid, State-Funded, and Mixed Systems
Understanding who actually pays you matters more than the headline percentage. Across sick leave laws Europe-wide, three funding structures dominate.
Employer-Paid Sick Leave
In countries like Germany, Denmark, and Norway, your employer pays your full or near-full salary directly for an initial stretch , often several weeks. This model tends to give the most generous short-term protection because there's no gap while a state agency processes a claim.
State-Funded Sick Pay
France, Portugal, and Greece lean on national social security systems from day one (or day four, after waiting days). Your employer may top up the difference between the state rate and your normal wage, particularly if a collective agreement requires it, but the core payment flows through the national health insurance fund.
Mixed or Tiered Systems
Most of Europe actually blends both. The Netherlands, Sweden, Poland, and Spain start with an employer-paid phase, then transfer responsibility to a state body , the UWV, Försäkringskassan, ZUS, or Social Security respectively , once the absence stretches into weeks or months. This tiered approach is designed to keep short absences simple for employers while sharing the cost burden of long-term sickness benefit across the wider social security pool.
A practical takeaway: if you're going to be off longer than two weeks, ask your HR department early which stage of the system you're entering, because paperwork requirements often change at that exact handover point.
Waiting Days, Qualifying Periods, and Maximum Sick Leave Duration
"Waiting days" (sometimes called qualifying days) are the unpaid days at the start of a sickness absence before pay begins. They exist partly to discourage very short, unverified absences and partly to keep employer costs predictable.
- Zero waiting days: Germany, Poland, Belgium, Austria, Norway, Croatia, and (since recent reform) Ireland pay from day one.
- One waiting day: Sweden's karensdag system deducts one day's pay before benefits start.
- Three waiting days: France, Spain, Portugal, and Greece all apply a three-day gap, though employer top-ups sometimes soften the impact.
Maximum duration also varies sharply. Some systems, like the Netherlands, guarantee up to two years of protected sick pay (split between employer and reintegration obligations) before a formal disability assessment occurs. Others, like Romania's employer-paid phase, hand off to the state fund after just five working days. If you're managing a long-term sickness benefit claim , meaning an illness lasting more than a few weeks , you'll typically need updated medical certificates at set intervals, plus, in several countries, a formal review by an occupational health assessor.
Employees recovering from surgery, cancer treatment, or chronic conditions should ask their employer specifically about "long-term illness benefit" rules, since short-term sick leave laws Europe often apply completely different rates and deadlines once an absence crosses the 4-6 week mark.
Sick Note and Medical Certificate Requirements
Almost every country requires a medical certificate for sick leave once your absence passes a set number of days , but the exact deadline, format, and required detail differ.
| Requirement | Typical Rule |
|---|---|
| Self-certification period | 1–7 days in most countries (UK: 7 days, Germany: often 3, Nordic countries: 1–3 days) |
| Doctor's note trigger | Usually required once self-certification period ends |
| Submission deadline | Ranges from 24-48 hours (France, Romania) to 7 days (Poland, UK) |
| Return-to-work certificate | Required in several countries after long absences or specific illnesses (e.g., contagious disease, surgery) |
| Digital submission | Increasingly accepted; Germany, France, and the Netherlands now allow electronic sick notes from GPs |
A valid sick note typically needs to state the date of examination, expected duration of incapacity, and sometimes a general diagnosis category (without breaching medical confidentiality rules). Employers cannot usually demand a detailed diagnosis , only confirmation that you're unfit for work and for how long.
For short illnesses that don't require an in-person visit , a cold, migraine, stomach bug, or a day of exhaustion , many employees now use a telemedicine sick note or an online medical certificate rather than sitting in a waiting room. If you need documentation quickly and want it to meet employer and GDPR-compliant medical certificate standards, Get Medical Certificate issues licensed sick notes online in minutes, reviewed by qualified clinicians, without an in-person clinic visit.
Remote Workers, Digital Nomads, and Cross-Border Employees: Whose Rules Apply?
This is one of the most searched , and least answered , questions about sick leave laws Europe currently faces, as remote work reshapes traditional employment borders.
Generally, the sick leave rules that apply are determined by where your employment contract is registered and where your social security contributions are paid, not necessarily where you're physically sitting when you fall ill. Under EU coordination rules (Regulation 883/2004), an employee working across two or more EU/EEA countries is usually covered by the social security system of just one member state, typically the one where the employer is based or where the majority of work is performed.
Practical scenarios worth understanding:
- Remote employee, single employer: If you work fully remotely for a German company from Spain but remain on the German payroll and pay German social contributions, German sick leave rules typically apply to your pay and documentation.
- Digital nomad on a nomad visa: Many nomad visa holders remain employed and insured in their home country, meaning sick pay follows home-country rules, but local doctors can still issue a valid medical certificate accepted by the home employer.
- Posted workers: Employees temporarily posted to another EU country usually keep their home country's social security coverage for up to 24 months under an A1 certificate.
- Cross-border commuters: Someone living in France but employed in Luxembourg typically follows Luxembourg's sick leave and social security system, since coverage is tied to the country of employment.
If you're unsure which system covers you, check your employment contract's "applicable law" clause and confirm with your HR or payroll provider which country receives your social security contributions. When in doubt, a medical certificate from a licensed doctor , issued locally or online , is generally accepted across borders as proof of illness, even if the sick pay calculation itself follows a different country's formula.
Freelancers and Self-Employed: Do You Get Sick Pay?
This is the gap most guides skip entirely, yet it affects a growing share of Europe's workforce. Unlike employees, freelancers and the self-employed are rarely covered by automatic statutory sick pay. Instead, coverage depends heavily on whether you've opted into a voluntary contribution scheme.
| Country | Freelancer Sick Pay Situation |
|---|