Conventional sickness absence insurance (verzuimverzekering) through Allianz
The conventional variant settles per employee reported sick, as soon as the excess period for that case has passed. You therefore insure your obligation to continue paying wages, not the total sickness absence burden of the organisation.
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In brief
When an employee falls ill, you continue to pay their wages: Article 7:629 of the Dutch Civil Code obliges you to pay at least seventy per cent for up to 104 weeks, and many collective labour agreements add to that in the first year. A conventional sickness absence insurance (verzuimverzekering) takes over that amount from the moment the chosen deferment period has passed. That period applies per case of illness and is expressed in working days, which means short-term absence almost always remains at your own expense while long-term absence weighs most heavily in the benefit.
The difference with other variants lies in the unit of calculation. Conventional means that every sick employee is a separate case with its own waiting period and its own benefit period. Under a stop-loss sickness absence insurance the annual burden on the entire wage bill is assessed as a whole. The conventional set-up therefore gives more predictability per case and is easier to follow in your administration, but with a lot of short-term absence you bear the excess period again and again.
Finass Advies is an independent intermediary and compares several insurers objectively. Allianz is one of the companies we work with; which provider suits you follows from your cover requirements and not from the brand name. The general structure of this product is set out on the hub page sickness absence insurance. What happens after 104 weeks falls outside this policy and is explained under sickness and disability.
This page deals with one situation. The full overview is on Compare sickness absence insurance (verzuimverzekering).
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What to look for in a conventional policy
Four points that lead to discussion more often than the premium itself under this variant.
The excess period counts per case of illness
Every new sickness report starts the waiting period again. If an employee reports sick again within a short time, the question is whether that counts as the same case of illness; the conditions contain an aggregation rule for this with a fixed intervening period. If your absence figures are driven mainly by repeated short-term absence, that rule changes the value of the policy more than a lower premium does.
Wages are insured, not the costs around them
The benefit is based on the wages you continue to pay, usually up to a basis stated in the policy and with a separate percentage for the first and the second year of illness. Replacement costs, agency staff, lost production and the bill from the occupational health service are not included. If you want guidance and case management to be covered as well, that is a separate module with its own price.
A wage sanction from the UWV is not covered
If the UWV finds that you have done too little on reintegration, the obligation to continue paying wages can be extended by up to a year. That extension is excluded on almost every sickness absence policy, because it is a sanction on your own conduct. Keep the plan of action, the adjustments and the evaluations up to date. That file determines whether such a sanction follows.
Current absence does not transfer
Employees who are already ill on the start date remain at the expense of your previous insurer or of yourself. Provide the current absence overview in full with your application: the duty of disclosure under Article 7:928 of the Dutch Civil Code applies in full here, and an incorrect statement may have consequences under Article 7:930 of the Dutch Civil Code lead to a reduced payout or to a refusal to pay.
What does your premium depend on?
- Insured payroll: the basis on which the premium is calculated
- Length of the excess period: more working days at your own expense lowers the premium
- Insured percentage per year of illness: the first and second year are set separately
- Sickness absence figures for recent years: your own history weighs heavily under this variant
- Sector and mix of roles: physical work has a different absence pattern from office work
- Occupational health services included: guidance and case management as a separate module
Insurers weigh these details differently. That is where your saving is.
When does a conventional policy pay out
| Situation | Basic | Extended |
|---|---|---|
| A warehouse employee is off work for six months after back surgery | Yes | Yes |
| An employee reports sick for three days with flu | No | No |
| An on-call worker without fixed hours reports sick | Provided that | Provided that |
| Your employer's contributions and pension premiums continue during a driver's absence | No | Provided that |
| An employee becomes unfit for work long term after an accident in their own time | Yes | Yes |
| An employee on a temporary contract is still ill when that contract ends | No | Provided that |
The extended column assumes additional modules on the same contract; continued payment of wages itself remains the core of the cover.
Frequently asked questions
This is what people ask us most.
What happens if an employee falls ill again after recovering?
The conditions include an aggregation rule: if someone falls ill again within a stated period after being reported fit, that counts as the same case of illness and the excess period does not start again. If the return to work was longer ago, it is a new case with a new waiting period. Check that period in the policy, because it differs per company and, with fluctuating absence, determines the largest part of your own burden.
Is maternity leave covered?
No. During pregnancy and maternity leave you receive a benefit from the UWV under the Work and Care Act. That period therefore falls outside the sickness absence insurance. Absence due to illness related to the pregnancy is covered under the Sickness Benefits Act. Benefits you receive from the UWV are deducted from the insurance benefit, so that you are not paid twice for the same wages.
When must I report a long-term case of illness?
As soon as the absence approaches or exceeds the excess period. Article 7:941 of the Dutch Civil Code requires you to report as soon as you are reasonably aware of an event that may lead to a claim. Reporting late not only costs you benefit days, it also limits the insurer's ability to help steer the reintegration, which weighs more heavily in a two-year case than the days you miss.
Does this policy cover loss of income after two years of illness?
No. After 104 weeks the obligation to continue paying wages ends and the WIA comes into play. You insure the difference between the former wages and the benefit with a WIA or WGA top-up, and the employer's risk when bearing your own risk with WGA cover. That is a separate policy with its own acceptance procedure. We discuss how the two covers fit together when we prepare the quotation.
Every situation is different. For these situations we have a separate page.
- Compare sickness absence insurance (verzuimverzekering)The main page
- Sickness absence insurance (verzuimverzekering) and income protection in one combination through AllianzTwo years of illness, WIA period, one contract
- Conventional sickness absence insurance (verzuimverzekering)Wage risk only, arrange it yourself, cheaper
- Illness and disability: who pays what?Continued pay, WIA, AOV
- Sickness absence insurance (verzuimverzekering) for healthcarePhysical and mental strain, rotas, absence
- Full-service sickness absence insurance: who takes the lead?Wages, guidance, sanction risk