Income supplement · every percentage · after two years
WIA insurance with the 0 tot 100 plan through De Goudse
The WIA leaves gaps: where incapacity for work is below thirty-five per cent, where remaining earning capacity is unused, and above the maximum daily wage. A plan that covers the whole scale insures those three gaps as a whole.
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Deze pagina in het Nederlands: WIA-verzekering met het 0 tot 100 plan via De Goudse.
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.
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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
After 104 weeks of illness UWV (the Dutch employee insurance agency) assesses how much someone is still able to earn. Below thirty-five per cent loss there is no WIA benefit and the employee stays in employment on a lower income or moves into unemployment benefit. Between thirty-five and eighty per cent the WGA applies, under which income falls back as soon as the remaining earning capacity is not used sufficiently. Above the maximum daily wage the law insures nothing. Cover that follows the whole scale closes those three gaps with one arrangement.
The real distinction is that the cover starts at zero. Most income insurances only start at thirty-five per cent, whereas it is precisely the group below that which falls between two stools: no benefit, but a demonstrably lower salary and often an argument about adapted work. For employers with physically demanding roles that is a real category. For office roles the excess above the maximum daily wage usually weighs more heavily.
Finass Advies compares several insurers objectively and can apply for this cover through De Goudse. The choice follows from your salary structure and your collective labour agreement, not from the product name. Also look at the WGA gap insurance if you only want to cover the fall back within the WGA, and the hub page WIA insurance for how the system works. You arrange the risk of the first two years of illness with a sickness absence insurance.
This page deals with one situation. The full overview is on WIA insurance through Avéro Achmea — compare & calculate your premium.
What to look at in income cover
Four points that determine what your employees really get out of this arrangement.
The class below thirty-five per cent
This group receives nothing from UWV and remains formally fit for work. Cover that starts here pays out on the basis of the established loss of earning capacity. Look carefully at the benefit period in this class, because it is generally shorter than in the heavier classes, and at whether the benefit continues if the employment ends.
Use of remaining earning capacity
Within the WGA income falls back sharply where someone works less than UWV considers he could. A supplement covering that difference is the most important element for the partially fit for work. Some arrangements deliberately link the benefit to actually working, in order to encourage reintegration; read which of the two you are buying.
Enrolment and medical acceptance
Participation is subject to enrolment deadlines. Above a certain salary a health declaration may be required, and complaints that already exist at that moment can lead to a named exclusion. If you enrol a new employee late, he is not insured. So build the enrolment into your onboarding process.
What falls outside the cover
Excluded are incapacity for work that already existed when participation started, loss of income through unemployment without incapacity for work and the consequences of intent, as Article 7:952 of the Dutch Civil Code prescribes. Any IVA benefit that UWV already pays is also deducted from the supplement. An insurance policy makes good the shortfall and no more than that.
What does your premium depend on?
- Salary level and the share above the maximum daily wage: determines the weight of the excess element
- Age profile of the participants: the likelihood of entry rises with age
- Number of participants: small groups more often call for individual acceptance
- Cover classes chosen: with or without the class below thirty-five per cent
- Benefit period and final age: up to state pension age or shorter
- Sector and nature of the roles: physical work carries a higher risk of entry
Insurers weigh these details differently. That is where your saving is.
What is covered
| Situation | WGA gap cover | 0 to 100 plan |
|---|---|---|
| An employee loses twenty per cent of his earning capacity and continues working on a lower salary | No | Yes |
| An employee is fifty per cent incapacitated for work and does not use his remaining capacity | Yes | Yes |
| An employee on a salary above the maximum daily wage suffers a fall in income | No | Yes |
| An employee decides on his own initiative to work less, without an assessment by UWV | No | No |
| An employee becomes fully incapacitated for work through an accident in his own time | Yes | Yes |
| A self-employed professional who has worked full time for you for years becomes incapacitated for work | No | No |
Gap cover only starts at thirty-five per cent. What goes wrong below that and above the maximum daily wage falls only within an arrangement that follows the whole scale.
Frequently asked questions
This is what people ask us most.
Why is the class below thirty-five per cent a problem?
Because the law regards that group as fit for work while the income does fall. There is no WIA benefit, the continued salary payment has ended and the employment often continues in adapted work on a lower salary. Insurance that pays out here makes good that difference. Without that cover the loss falls entirely on the employee, with the accompanying argument about suitable work.
Is participation compulsory for employees?
That depends on the arrangement and on your collective labour agreement. Under a collective contract participation is often compulsory for all employees, which limits medical selection and holds the premium down. With voluntary participation a health declaration generally applies. Whatever you choose, inform employees in writing: the arrangement is a term of employment and changing it calls for care.
What if an employee leaves during incapacity for work?
A benefit in payment is in principle continued, but the conditions determine on precisely what basis. For employees who leave in good health the cover ends on the last working day. Some arrangements provide a right to individual continuation within a short period. Point that out to departing employees, because that period is usually a matter of weeks.
Does this cover replace disability insurance for myself?
No. A collective income arrangement applies to employees. If you are a director and majority shareholder or a self-employed entrepreneur without a contract of employment, you usually fall outside the WIA and need your own disability insurance. That has its own assessment of incapacity for work, which is not tied to UWV's judgement.
Read more
Within Verzuimverzekering
- Verzuimverzekeringthe main page
- Sickness absence insurance (verzuimverzekering) and income protection in one combination through Allianz
- Avero achmea wia verzekering
- Avero achmea wga hiaatverzekering
- De goudse zakelijk wga eigenrisicoverzekering
- Ziekte en arbeidsongeschiktheid
- Avero achmea verzuimverzekering