The conventional policy covers the wages you continue to pay per case of illness after a waiting period in days. You carry out the reintegration yourself.
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A premium indication, not personal advice. Prefer to talk it through? Call 072 - 509 24 56.
In brief
With a conventional sickness absence insurance (verzuimverzekering) you buy one thing: compensation for the wages you must continue to pay during illness. A waiting period in days that you bear yourself applies per case of illness. After that the insurer pays, up to the insured percentage of cover and for a maximum of two years.
What is not included is the guidance. You contract an occupational health service or company doctor yourself, you monitor the deadlines from the Wet verbetering poortwachter (the Dutch Gatekeeper Improvement Act) yourself, and you bear the risk yourself that the UWV imposes a third year of continued wage payment. This form therefore suits organisations with an HR function or a regular occupational health partner that keeps the file up to date.
If you want to express your own share not in days per case but as an amount per year, look at the stop-loss version.
What does conventional sickness absence insurance cover?
The structure of the cover in three parts, with an overview per situation below.
Two years
Continued payment of wages
What you are legally required to continue paying.
First year one hundred per cent
Second year seventy per cent
A collective labour agreement may require more
The waiting period
Own retention
How many days you bear yourself.
Shorter is more expensive
Longer brings the premium down
Choose according to what you can bear
Optional
Support and case handling
Guidance with reintegration.
Case management
Gatekeeper Act monitoring
Risk of a wage sanction
What is covered
Situation
Conventional
Full-service option
Continued payment of wages during sickness
Yes
Yes
Guidance with reintegration
No
Yes
Risk of a wage sanction borne by the insurer
No
Yes
Occupational health services included
No
Sometimes
Cost of replacing a member of staff who is off sick
No
No
Sickness absence that already existed at inception
No
No
This overview is general in nature and is not personal advice. What is actually covered, including exclusions, limits and the excess, is set out in the policy conditions and the insurance card (verzekeringskaart) of the insurer; you receive both before you take out cover. Taking out cover without advice? Then read what execution only means for you.
Where things go wrong in practice
Four points that make the difference between a policy that pays out and one that does not.
The waiting period applies per case of illness
Unlike with stop loss, the insurer does not count your annual total but looks at each sickness report. With every new case you first bear the agreed waiting period yourself. An employer with a lot of short-term absence keeps almost everything at their own expense if the waiting period is long. An employer who mainly sees long-running cases hardly notices the waiting period and can therefore safely extend it to save premium.
Ill, recovered and ill again within four weeks
If an employee reports sick again within four weeks of recovering, insurers usually regard that as a continuation of the same case of illness. The waiting period then does not apply again, but the two-year term continues to run from the first day of illness. That works in your favour for the waiting period and against you in the countdown to the WIA assessment. So record sickness and recovery reports precisely.
Control of the gatekeeper process stays with you
You have the problem analysis drawn up, you prepare the plan of action, you keep the evaluations up to date and you make sure the reintegration report is ready on time. If the UWV finds that you have done too little, a wage sanction of up to a year of extra wage payment follows. Under a conventional policy that sanction is not covered. Article 7:611 of the Dutch Civil Code also expects you to act as a good employer throughout this process.
What falls outside the cover
Excluded are, among other things: absence that already existed on the start date, the third year after a wage sanction, and the costs of a replacement or agency worker. Top-ups above the statutory minimum that your collective labour agreement requires beyond the insured percentage also fall outside the cover, unless you insure them as well. If you report a case of illness late, the insurer can reduce the payment under Article 7:941 of the Dutch Civil Code.
What does your premium depend on?
Chosen waiting period in days. The number of days you bear yourself per case of illness; extending it lowers the premium noticeably.
Insured cover percentage. Whether you insure seventy per cent of wages or the full amount including the collective agreement top-up.
Sickness absence record. Your own absence figures for recent years, broken down into short and long-term absence.
Payroll. The insured annual wage bill on which the premium is calculated and adjusted afterwards.
Nature of the roles. Physically demanding work leads to longer recovery times than mainly sedentary work.
Your occupational health services. A demonstrably organised absence policy with a regular company doctor is taken into account in acceptance and price.
Insurers weigh these details differently. That is where your saving is.
How we arrange it
You request a quoteWe take stock of your situation, your risk and your wishes.
We compareseveral insurers, on premium as well as conditions.
You receive a proposalWith an explanation of the differences and the exclusions.
We arrange the switchIncluding cancellation, so there is no gap in cover.
Customers rate our service on four aspects: personal service, service delivery, availability and the outcome. The reviews are collected and published by NH1816 and come from customers who have actually taken out a policy with Finass Advies B.V. or reported a claim.
What is the difference with a full-support variant?
With a full-support variant you buy the guidance as well: the insurer provides case management, monitors the gatekeeper deadlines and takes over the risk of a wage sanction as long as you follow its instructions. With a conventional policy you only get money back for the wages you have paid, and all the work, including the sanction risk, stays with you.
Do I have to have an occupational health service myself?
Yes. Every employer is required to be assisted by a company doctor or occupational health service in cases of sickness absence, and with this type of policy those services are not included. You take out a separate basic contract for that. The insurer does not reimburse the occupational health service's invoice. Those costs come on top of the premium.
Does the waiting period apply per case of illness or per year?
Per case of illness. Every new sickness report starts the agreed waiting period again, except where someone falls ill again within four weeks of being reported fit. It then counts as the same case. This form has no annual ceiling in money terms, which is precisely the hallmark of the stop-loss variant.
Is the third year of continued wage payment covered?
No. If the UWV imposes a wage sanction because the reintegration fell short, you pay that extra year of wages entirely out of your own funds. The conventional policy covers the statutory period of two years and not the extension. Anyone who wants to cover that risk needs a variant in which the insurer takes over control of the gatekeeper process.
Finass Verzekert is a trading name of Finass Advies B.V. We advise on and arrange non-life insurance on the basis of an objective analysis of several insurers, and receive commission for this from the insurer, which is included in the premium. You pay no separate advice fee. Before you take out cover, we establish your wishes and needs.
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