Burnout is treated as a diagnosis here rather than as grounds for taking a few days off, which surprises workers from places where it still carries stigma. What becomes contentious in practice is the pace of return to work, and who holds the authority to decide it.
Yes — once the bedrijfsarts (company doctor) diagnoses overspannenheid or burn-out, it's incapacity for work like any other, not "just stress you should push through." The same 104-week sick-leave protections apply, including the opzegverbod, the ban on dismissal during illness, and the employer still owes you the same Poortwachter re-integration duties as for a physical injury. Where this gets contentious is pace: employers sometimes pressure people to return before the bedrijfsarts has actually cleared them, which isn't how the process is supposed to work — the company doctor's assessment governs, not the manager's timeline. If that happens, you can request a second opinion through the arbodienst (occupational health service) or raise it with your union; you're not obligated to negotiate your return date directly with HR.