Continued payment of wages
- First year one hundred per cent
- Second year seventy per cent
- A collective labour agreement may require more
Sickness absence insurance (verzuimverzekering) for childcare
In childcare, understaffing is not an inconvenience but a breach of the rules: the staff-to-child ratio forces you to find a replacement the same day.
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- 9.5 customer rating for a new policy
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- Personal 072 - 509 24 56, weekdays 9–17
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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.
- Independent advice
- Several insurers
- Switching arranged
- Help with claims
In brief
Where other employers can push things back a day, when someone reports sick at seven in the morning you have to have a qualified stand-in with the group within the hour. If you cannot manage that, you have to call parents to cancel or merge groups, with an inspection by the municipal health service to follow.
That makes the core limitation of a sickness absence insurance (verzuimverzekering) all the sharper here: the policy covers the wages of the sick employee, not the stand-in. In that situation you therefore pay wages twice and are compensated for one, minus the waiting period and your own share.
Also, part of the absence in this sector is pregnancy-related. A separate route through the UWV applies to that, not your policy.
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What does sickness absence insurance cover for childcare?
The structure of the cover in three parts, with an overview per situation below.
Own retention
How many days you bear yourself.
- Shorter is more expensive
- Longer brings the premium down
- Choose according to what you can bear
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.
What does your premium depend on?
- Wage bill of the childcare staff. The insured annual wage bill forms the basis; support roles are declared separately.
- Number of employees and locations. With several sites, absence is easier to absorb than with one group, and that is taken into account.
- Share of part-time contracts. Many small contracts means many cases with a relatively limited wage bill per case.
- Sickness absence record. Insurers look both at the frequency of reports and at the average duration per case.
- Waiting period chosen. In a sector with a lot of short-term absence caused by infections, the waiting period determines a large part of your own burden.
- Percentage of cover and collective agreement top-up. If you top up the second year of illness above the statutory minimum, that must be covered.
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.
Why arrange it through Finass Verzekert?
We look at the terms as well as the premium, and stay your point of contact when there is a claim.
Independent
We are not tied to one insurer and compare on the basis of an objective analysis of several companies.
One fixed adviser
You call or email someone who knows your file. No menu options, no changing call centres.
Switching without hassle
We cancel your old policy and align the start date, so you are never a day without cover.
Help with claims
We report the claim and monitor how it is handled. In urgent cases you can reach us on the emergency line.
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.
Where things go wrong in practice
Four points that make the difference between a policy that pays out and one that does not.
The stand-in comes on top of the insured wages
The staff-to-child ratio determines how many staff must be with each age group. If someone is off work, using a stand-in is not a choice but an obligation. Those costs are not covered and, when staff are scarce, are higher than the regular wage. Work that item through separately in your budget and ask whether the insurer offers an additional replacement allowance.
A stand-in must also pass the screening
Everyone who works at a location on a structural basis needs a certificate of good conduct and must be linked in the childcare personnel register. That is not something you arrange on the morning of a sickness report. So build up a pool of screened stand-ins in advance, or make an arrangement with an agency that supplies linked staff. The insurance does not solve this organisational problem.
Illness due to pregnancy runs through the UWV
If a childcare worker becomes ill as a result of pregnancy or childbirth, you can apply to the UWV for a Sickness Benefits Act payment. In that case your absence insurer covers at most the difference between that payment and the wages you continue to pay. The pregnancy and maternity leave itself is not an illness and falls entirely outside the policy. The WAZO benefit applies to that.
What falls outside the cover
Excluded are: the costs of stand-ins and employment agencies, lost parental contributions where a group has to close, and absence that already existed on the start date. Forms of leave such as parental leave and emergency leave give no entitlement to a payment. A fine or enforcement measure after an inspection by the municipal health service does not fall under this insurance either. That is not a loss from continued payment of wages. If you only report a case of illness weeks later, the insurer may reduce the payment under Article 7:941 of the Dutch Civil Code limit.
Frequently asked questions
This is what people ask us most.
Does the policy cover the stand-in I have to bring in?
No. The insurance covers only the wages you continue to pay the sick employee. The stand-in you need in order to meet the staff-to-child ratio is paid on top of that. Some insurers offer an additional replacement allowance; ask about it explicitly, because it is not included as standard.
What applies to illness caused by pregnancy?
For incapacity for work resulting from pregnancy or childbirth, you can apply to the UWV for a Sickness Benefits Act payment. That payment takes precedence over the sickness absence insurance. Your insurer covers at most the difference with the wages you continue to pay. Have the company doctor record the link with the pregnancy, otherwise the application to the UWV will be refused.
Does maternity leave count as absence?
No. Pregnancy and maternity leave is not an illness. During that leave you receive a benefit under the Work and Care Act through the UWV. The sickness absence insurance pays nothing for it, not even for the period in which you top up the benefit to full wages under your collective labour agreement.
Are interns and stand-ins covered?
Only employees on your own payroll with an obligation to continue paying wages during illness are insured. A stand-in through an employment agency falls outside that, because they are on the agency's payroll. An intern with only an internship allowance is usually not covered either. State exactly who is employed by you at the start.
Every situation is different. For these situations we have a separate page.
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Read more
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 compiled by Finass Verzekert (LinkedIn). Last updated on .
The information on this page is general in nature and is not personal advice.