Continued payment of wages
- Up to 104 weeks
- Percentage of your choice
- Deferment period in working days
104 weeks of continued wages · gatekeeper rules · wage sanction
Compare sickness absence insurance (verzuimverzekering)
Two years of wages paid to someone who is not working, plus the cost of replacement staff and reintegration. For a company with a handful of employees, that is the risk that turns fatal fastest.
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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.
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
As an employer you are required, under Article 7:629 of the Dutch Civil Code, to continue paying wages during illness, for a maximum of 104 weeks. By law that is at least 70 per cent. In the first year at least the minimum wage, and many collective labour agreements prescribe a higher percentage.
Sickness absence insurance (verzuimverzekering) covers that continued payment of wages, usually after a chosen deferment period of ten, twenty, thirty or more working days. The longer that period, the lower the premium: you then insure only long-term absence, and that is precisely what you cannot carry yourself.
The insurance does not pay out automatically; obligations are attached to it that arise from the Wet verbetering poortwachter (the Dutch Gatekeeper Improvement Act). If you fail to meet them, that affects not only your payment but also your position towards the UWV.
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What does sickness absence insurance cover?
The structure of the cover in three parts, with an overview per situation below.
Occupational health services
Company doctor, case management and guidance during reintegration.
- Company doctor
- Problem analysis and plan of action
- Building the file
WGA own-risk bearing
What comes into play once the period of continued wage payment ends.
- WIA assessment
- Entry into the WGA
- Sickness absence and income together
What is covered
| Situation | Covered |
|---|---|
| Long-term illness of an employee | Yes |
| Continued payment of wages after the excess period | Yes |
| Costs of the company doctor and reintegration | Sometimes |
| Replacement of the sick employee | Sometimes |
| Absence that already existed when the policy started | No |
| Wage sanction from the UWV for insufficient reintegration | 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 wage sanction is your biggest own risk, and it cannot be insured
If the UWV finds at the assessment after two years that you have done too little on reintegration, it can extend the obligation to continue paying wages by up to 52 weeks. That is a third year of wages, on top of the two you have already paid. That sanction is a consequence of your own failure to act and is therefore not covered. The file you build along the way is not administration but your defence.
The gatekeeper deadlines are strict
Where long-term absence threatens, the company doctor draws up a problem analysis within six weeks and you and the employee prepare a plan of action together within eight weeks. Around week 52 the first-year evaluation follows, and in the second year you prepare the reintegration report for the WIA application. Insurers link their services to those moments. If you fall behind, you also fall behind with the UWV.
Choose the excess period on the basis of what you can bear yourself
Short-term absence is predictable and affordable; long-term absence is not. A longer excess period lowers the premium considerably and suits a company with a sufficient buffer. Work out what thirty working days of wages means for your highest salary and whether you can absorb that without running into trouble.
Illness at the start date is excluded
Absence already running at the moment the policy starts is not covered. That applies when switching too: report current cases to the new insurer and check how the old policy settles them. Otherwise a gap arises on exactly the case that costs the most.
What does your premium depend on?
- Payroll: the main basis for calculation
- Sector and risk class: physical work weighs more heavily
- Deferment period chosen: in working days
- Insured percentage: 70 per cent or higher
- Your company's sickness absence history
- Occupational health services chosen
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.
9.5New policy
9.8Claims handling
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.
Frequently asked questions
This is what people ask us most.
How long must I continue paying wages during illness?
For a maximum of 104 weeks under Article 7:629 of the Dutch Civil Code. By law at least 70 per cent of wages, and in the first year at least the minimum wage. Many collective labour agreements prescribe a higher percentage; check what applies to you before you choose a percentage of cover.
What is a wage sanction?
If the UWV finds that you have done too little on reintegration, it can extend the obligation to continue paying wages by up to 52 weeks. That sanction cannot be insured, because it is the result of your own conduct. A well-built file is the only thing that helps here.
Which deadlines apply under the gatekeeper rules?
A problem analysis by the company doctor within six weeks, a plan of action within eight weeks, an evaluation around week 52, and in the second year the preparation of the reintegration report for the WIA application.
Which excess period should I choose?
The one whose absence you can bear yourself. Ten working days gives the highest premium and the most certainty; thirty or more lowers the premium sharply and suits a company with a buffer. Work it through with your highest salary.
Is a company doctor compulsory?
You are required to be assisted by a company doctor or occupational health service in cases of sickness absence. With most sickness absence policies you can include those services, which makes them easier to align with building the file.
What happens after two years?
The WIA assessment follows. If the employee is found to be partly fit for work, the WGA comes into play and the choices around bearing your own risk arise. That is a separate process that is best prepared before the two years are up.
Read more
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Ready to compare?
Request a quote without obligation. We will look at which insurer best matches your activities and your risk.
Prefer to call? 072 - 509 24 56, weekdays 09:00–17:00.
Claim on the road? Emergency line 06 - 55 20 40 72.
About our service
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.
You will find our licence, KvK and Kifid details and our complaints procedure at the foot of every page.
This page was written and checked by an adviser at Finass Verzekert. Last updated on .
The information on this page is general in nature and is not personal advice.