Posting · employer's duty · social security
Expat Pakket Individueel for a seconded employee
If you send one employee, or yourself as director and majority shareholder, abroad, it is not only the medical cover that shifts. Your obligations as an employer travel with you too.
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Deze pagina in het Nederlands: Expat Pakket Individueel voor een uitgezonden medewerker.
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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.
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- 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
With an individual posting, the employer is the policyholder and the employee is the insured. That distinction has practical consequences: you determine the cover, you pay the premium, and when employment ends the policy ends while the employee may remain abroad. So record in the posting agreement which covers you arrange, who they apply to, what happens to accompanying family members and until what date they run. Finass acts as intermediary here for, among others, De Goudse.
Keep two matters separate that are often confused. The first is social security: within the EU an A1 certificate designates which system continues to apply, and outside it a treaty applies, or nothing. The second is the private cover you add. If the employee remains within the Dutch system, additional cover for abroad is needed; if they fall outside it, full medical cover rests on the private policy. That difference determines the premium and the employee's own contribution.
Your duty of care as an employer does not stop at the border. Article 7:658 of the Dutch Civil Code requires you to provide a safe working environment, including at a project site abroad, and Article 7:611 of the Dutch Civil Code requires you to act as a good employer, which includes making proper provision for risks to which you expose the employee. Road transport is the most concrete point here; what applies there is set out at WEGAS and WEGAM.
This page deals with one situation. The full overview is on SME insurance package.
What to watch for with an individual posting
Four points that are different for one posted employee than under a group contract.
Medical underwriting simply applies
Without the scale of a group contract, the employee is assessed medically as an individual. Pre-existing conditions can lead to an exclusion on the policy schedule or to a decline, while you have already promised the posting. So start the application before the secondment arrangements are signed, and not in the week of departure.
Incapacity for work and income
Medical cover pays for treatment, not for continued wages. If the employee is unable to work for a long period, the Dutch obligation to continue paying wages and possibly your sickness absence insurance apply only if they remain in the Dutch system. For an accompanying self-employed person or director-shareholder, disability insurance with a suitable territorial limit is needed; many AOV policies restrict long stays outside the Netherlands.
Business assets that go along
Laptops, measuring equipment and tools the employee takes with them do not fall under ordinary business contents insurance, which is tied to the company's address. Arrange cover away from the premises or a continuous business travel insurancefor those. Theft from an unattended vehicle and equipment in checked baggage remain excluded almost without exception.
End of posting, end of cover
The policy ends on the agreed date or when employment ends. If the employee then stays abroad, there is no right of continuation as there is with Dutch health insurance. An employee who returns earlier also has to register again and take out basic health insurance within the statutory period. Put those dates in the HR records.
What does your premium depend on?
- Destination country and level of healthcare costs — the most important factor for medical costs
- Age of the employee and accompanying family — partner and children are assessed separately
- Role and duties on site — office work counts differently from work on an installation
- Length of the posting — a short secondment or settling for several years
- Sections included — personal accident, legal expenses, contents and repatriation
- Social security position — with or without an A1 certificate and treaty cover
Insurers weigh these details differently. That is why comparing pays off.
What is covered
| Situation | Basic | Extended |
|---|---|---|
| A broken ankle treated and put in plaster in the host country | Yes | Yes |
| Dental repair after a fall at the project site | Provided that | Yes |
| A fire in the rented home in which the contents shipped out are lost | No | Yes |
| Your employee is held liable locally for water damage to the flat below | No | Yes |
| The wages you continue to pay while the employee is off sick for months | No | No |
| A dispute with the local landlord about the return of the deposit | No | Provided that |
Every section you do not choose becomes a bill in your employee's name in the host country.
Frequently asked questions
The questions we are asked most often about this.
Who should make the application: the company or the employee?
With a business package the company is the policyholder and you sign the application. The employee completes the health declaration themselves and it goes straight to the medical adviser; you do not see its contents, only the outcome in the form of acceptance, a loading or an exclusion.
Is business travel insurance not enough?
For a trip of a few weeks, usually yes; for a posting, no. A business travel policy assumes a temporary trip with a return to the Netherlands and has a maximum uninterrupted duration. As soon as someone settles locally or the stay runs longer than that period, the basis falls away and you need expat cover.
What if there is an accident at the workplace there?
The treatment costs run through the medical cover. The liability question is separate from that: an employee can hold you liable under Article 7:658 of the Dutch Civil Code, including for work abroad. Check that your employers' liability cover has a territorial limit that includes the country, because many policies are restricted to Europe.
Which circumstances are excluded?
Outside the cover remain loss caused by war and armed conflict, a stay in an area subject to a negative travel advisory without a further agreement, and the consequences of intent or deliberate recklessness under Article 7:952 of the Dutch Civil Code. Report a claim in good time; Article 7:941 DCC requires you to do so as soon as you are reasonably aware of it.