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 retail
Retail produces many cases with a small wage bill per case: the administrative burden of absence weighs more heavily here than the amount per payment.
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- 9.5 customer rating for a new policy
- AFM licence 12016589
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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
A retail chain runs on part-time contracts, school pupils and on-call workers. Your obligation to continue paying wages applies in proportion to the agreed hours, so the amount per sick employee is limited. The number of sickness reports per year is not, and every report calls for records, a route to the company doctor and monitoring of the gatekeeper deadlines.
Also, absence is rarely spread evenly over the year. Illness in the weeks around the holidays or during a sale period hits your busiest days, while the policy covers only wages and not the extra hours you have colleagues work.
A third theme is aggression at the till. Absence after a robbery or an incident with a customer is covered like any other absence, but you arrange the aftercare yourself or through a full-support variant.
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What does sickness absence insurance cover for retail?
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 and the number of part-time contracts. Many small contracts give a low wage bill but a high number of cases to handle.
- Share of school pupils and holiday staff. Young employees report sick for short periods more often and rarely for long periods.
- Absence history per branch. With several sites, insurers often assess the figures per location rather than in total.
- Waiting period chosen. In a sector with mainly short-term absence, the waiting period determines most of your own burden.
- Insured cover percentage. The choice to top up the second year of illness above the statutory minimum raises the premium.
- Full support including aftercare following incidents. A variant with case management and aftercare following aggression or a robbery costs premium but reduces the administrative burden.
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.
Paying pro rata means small amounts and many cases
With a small part-time contract the continued payment of wages is limited, and so is the payment. Even so, every case goes through the same process: sickness report, company doctor, plan of action, evaluations. With dozens of branch staff that mounts up quickly. So consider whether a full-support variant with case management saves you more in administrative work than it costs in extra premium.
Peak weeks cannot be insured
If a sales assistant is off work in the week before the holidays, you lose turnover and shift the rota. The insurance pays out on the wages you continue to pay and does not look at the time of year. Lost turnover, extra rostered hours and hiring an agency worker are not covered. That is a staffing risk you absorb with a pool of stand-ins or on-call arrangements, not with a policy.
Contracts ending during illness
Retail makes much use of temporary contracts for the busy months. If such a contract ends while the employee is ill, your continued payment of wages ends and the UWV takes over under the Sickness Benefits Act. Your policy stops at the same moment. You must report the employee to the UWV as sick on leaving employment by the last working day at the latest; skipping that report can result in a fine.
What falls outside the cover
Not covered are: lost turnover, the extra wage costs of colleagues stepping in, and the costs of agency workers. Absence already running on the start date remains excluded. A sickness report without medical limitations, for instance around a conflict about the rota, gives no entitlement to a payment. Damage to shop stock after a robbery falls under business contents or goods insurance, not under this policy.
Frequently asked questions
This is what people ask us most.
How is the payment calculated for a part-time contract?
On the wages you must continue to pay under the contract and your collective labour agreement, so in proportion to the agreed hours. With a small part-time contract the payment is therefore based on that contractual wage and not on a full-time salary. With an on-call contract without fixed hours, the average over the preceding period is usually used.
Are school pupils and holiday staff covered?
Yes, as long as they have an employment contract and are on your payroll. Even with short employment, the obligation to continue paying wages during illness applies and therefore so does the cover. Their contract often ends during the period of illness, though; from the end date your obligation stops and with it the payment under the policy.
What if a temporary contract ends during illness?
Your obligation to continue paying wages ends on the contract date and the UWV takes over under the Sickness Benefits Act. From that moment the sickness absence insurance pays nothing further. Report the employee to the UWV as sick on leaving employment by the last working day at the latest. These cases of illness can later feed through into the differentiated contribution you pay to the UWV.
Is absence after a robbery covered?
Yes. The cause of the incapacity for work is irrelevant for the cover, so psychological complaints after a robbery or an incident of aggression simply give entitlement to compensation for the wages you continue to pay. The costs of victim support, security or stolen goods are not included. You need other arrangements for those.
Every situation is different. For these situations we have a separate page.
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Read more
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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.