A UWV assessment can require Dutch employers to continue wage payments for up to 52 extra weeks. This can happen when reintegration efforts fall short or the sickness file is late or incomplete. Current duties remain in force while 2026 reform proposals are still pending.
Why this matters
The usual wage-payment period lasts 104 weeks. An extension can add payroll, temporary cover, occupational-health support, and case costs for another year. The employer may not dismiss the worker during that extension. For a small business, one absence can affect the roster, customer appointments, and cash. UWV later reads the file as a timeline of advice, work options, meetings, decisions, and follow-up. Workers must cooperate too. If that fails, record the work offered and their response.
Example
A technician has been sick for months. Colleagues cover customer appointments, and the owner hires temporary help. The owner discusses adjusted duties by phone but does not update the plan of action. Meetings become irregular. The business waits for an internal return, so external reintegration starts late. At the end of the second year, the file has gaps. The owner recalls the support provided, but the record lacks a clear sequence of decisions and action. Wage costs and replacement costs may then continue.
XTROVERSO tips
- Read the file as one timeline. Check the problem analysis, plan of action, updates, first-year evaluation, current opinion, and final evaluation. Dates, advice, and decisions should match.
- Keep the six-week rhythm visible. Employer and worker should discuss progress at least every six weeks. Record changes to tasks, hours, capacity, and the next step.
- Turn advice into work options. Record the duties, hours, workplace changes, and alternative roles considered. Note why an option worked or was not suitable.
- Do not leave disagreements informal. If you disagree about capacity, suitable work, or progress, consider a deskundigenoordeel before the case drifts for months.
- Keep medical details separate. The employer file should cover contact, work options, agreements, and decisions. Medical information belongs in the occupational-health process.
- Put the case in cash planning. Estimate payroll, temporary cover, external support, overtime, and lost capacity. Review those figures alongside staffing and customer commitments.
Need a practical review of your sickness process, file, or wage exposure? We can help you set the next steps
The data, sourcing, and analysis behind this article were conducted by Linda Pavan. AI was not used to identify sources, build the factual basis, or produce the analytical judgment contained here. AI was used only as a drafting aid. The final English text was personally reviewed, edited, and approved by Linda Pavan before publication.
References
- Salaris Vanmorgen — Loonsanctie van UWV voorkomen? Deze 5 tips helpen werkgevers
- UWV — Beoordeling re-integratieverslag
- UWV — Re-integratieverslag
- UWV — Samenwerking tussen werknemer en werkgever
- UWV — Deskundigenoordeel
- UWV — Kwantitatieve informatie 2025
- Overheid.nl Wetgevingskalender — Advies bedrijfsarts bij RIV-toets
- Rijksoverheid — Sneller duidelijkheid over re-integratie zieke werknemer
