Retention · annual burden · larger wage bill
Stop-loss sickness absence insurance (verzuimverzekering) through Allianz
With stop loss you bear the sickness absence costs of a whole year yourself up to an agreed retention. Only above that amount does the insurer pay, regardless of which employee caused the burden.
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Deze pagina in het Nederlands: Stop-lossverzuimverzekering via Allianz.
The calculator and the quote form below are in Dutch. Prefer to do this in English? Email info@finassverzekert. nl or call 072 - 509 24 56 and we will take it from there.
Work out for yourself what it would cost.
Enter your details; you will receive a proposal within one working day.
- We compare the offerings of several insurers
- An adviser checks whether the cover suits your activities
- We arrange the switch, including cancellation
A premium indication, not personal advice. Prefer to talk it through? Call 072 - 509 24 56.
In brief
Stop loss does not pay out per sick employee but per insurance year. You agree a retention, usually expressed as a percentage of the wage bill, and all continued payment of wages during illness in that year is added together. If the total stays below the retention there is no payment, however long a single case lasts. If the total exceeds it, the insurer pays the excess up to the agreed limit.
You are therefore not buying a reduction in costs but protection against an outlier. For a business with a substantial wage bill, normal sickness absence is a budgeted business risk. What is unforeseen is the year in which three or four employees are off work long term at the same time. If you cannot or do not want to keep such a reserve, you are usually better off with the conventional set-up, which pays out from the first cases onwards. A general comparison of both forms is set out on the hub page sickness absence insurance.
Finass Advies compares several insurers objectively. We can apply for stop-loss cover through Allianz. The substantive choice comes down to three questions: what loss can you absorb yourself in a bad year, how stable is your absence record over several years, and how tight is your absence administration. Without reliable figures the retention is a gamble, and under this variant that figure determines everything. You will find more background on the structure at stop-loss sickness absence insurance.
This page deals with one situation. The full overview is on Compare sickness absence insurance (verzuimverzekering).
What to look for with stop loss
Four points that determine whether this form works in your situation.
Which year is the absence allocated to
A case of illness often runs across the year end. The conditions determine whether the continued payment of wages is allocated to the year of the sickness report or to the year in which it is paid. That difference moves whole cases from one retention to another and, when switching to another company, is the main source of discussion.
The administration is your burden of proof
You claim afterwards over a whole year. That means the insurer wants to see, per employee, the sickness report, the recovery report and the wages paid. If those details are missing or do not match your payroll administration, settlement is delayed by months. Expect a compulsory annual absence statement within a short period after the end of the contract year.
What does not count towards the retention
Outside the count are the wage sanction that the UWV can impose, wages during pregnancy and maternity leave for which the Work and Care Act provides a benefit, and any top-up above the percentage stated in the policy. Benefits you receive from the UWV, for instance where the no-risk policy applies, are also deducted before the burden counts.
A shrinking or growing wage bill has an effect
The retention is linked to the wage bill. If your workforce shrinks sharply during the year, the retention does not automatically fall with it and you are in fact insuring less than you thought. So report a reorganisation, takeover or strong growth during the year. That is also part of the duty of disclosure under Article 7:928 of the Dutch Civil Code in the event of a change in the risk.
What does your premium depend on?
- Level of the retention: the decisive figure in this variant
- Size of the wage bill: stop loss needs a certain volume to work
- Absence rate over several years: a stable pattern is more favourable than an average
- Maximum payment per year: the upper limit above the retention
- Allocation rule: year of the sickness report or year of payment
- Quality of the absence records: determines whether a claim can be settled quickly
Insurers weigh these details differently. That is where your saving is.
What is covered
| Situation | Stop loss | Conventional |
|---|---|---|
| One employee is ill for almost the whole year, but your total absence burden stays below the agreed retention | No | Yes |
| Three employees are off work long term in the same contract year and the continued payment of wages runs well above the retention | Yes | Yes |
| Continued payment of wages in the second year of illness of an employee who has still not recovered | Provided that | Provided that |
| An employee reports sick after a workplace conflict while the company doctor finds no medical limitations | No | No |
| The agency worker you hire to take over the work of your sick employee | No | No |
| An employee off work after an accident in their own time | Yes | Yes |
Stop loss pays only what exceeds the retention for the contract year. The conventional set-up settles per case of illness.
Frequently asked questions
This is what people ask us most.
From what size does stop loss make sense?
There is no statutory limit, but the form only works once normal absence is predictable enough to bear yourself. With a small workforce, one long-term sick employee can fill the whole retention, so that you buy hardly any protection. With a quotation we therefore always set a conventional variant with the same wage bill alongside it, so that the difference in your own burden becomes visible.
Can I lower the retention during the year?
Usually only at the contract renewal date and after a fresh assessment. A reduction halfway through the year would allow you to shift as soon as a bad year began to emerge, and insurers are understandably reluctant about that. If your absence is rising structurally, report it in good time. Sometimes an interim adjustment with a premium loading can be discussed.
Do I also receive a payment for an employee who was already ill at the start?
No. Cases of illness running on the start date fall outside the cover and do not count towards the retention either. When switching from another insurer, that is the point to arrange in advance, because otherwise you bear those cases entirely yourself while the new premium is already running. So ask for written confirmation of how current absence is treated.
Are occupational health services included in this variant?
Not as standard. Stop loss is financial cover and says nothing about guidance. You remain responsible yourself for the obligations under the Gatekeeper Improvement Act and for being affiliated with a company doctor. Because you bear the first part of the burden yourself, active absence guidance is financially attractive under this form: every week of earlier recovery is entirely to your own benefit.
Read more
Within Verzuimverzekering
- Verzuimverzekeringthe main page
- De goudse zakelijk verzuimverzekering
- Allianz zakelijk verzuimverzekering conventioneel
- Stop loss verzuimverzekering
- Avero achmea verzuimverzekering
- Sickness absence insurance (verzuimverzekering) and income protection in one combination through Allianz
- Verzuimverzekering conventioneel
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