Is an employee sick? Usually they are back quickly. But sometimes it takes longer - and that affects not only the employee himself, but also the team and you as an employer. The work must continue, you pay 70% of the salary for at least two years, and you may have to arrange a temporary replacement.
The employee also has duties: actively work on recovery and accept suitable work. Good contact is therefore crucial. You may not ask what ails someone (AVG), but you may:
What can we do for you?
What can colleagues adopt?
When do you think you will be able to return to work partially?
What do you need for that?
Also agree on when you will have contact again - and who will take the initiative. And don't forget: wish well!
Together, make sure that absenteeism is as short as possible. Let the employee contribute ideas and look for solutions together. Perhaps tasks can be divided differently or a workplace adjustment helps to speed up return to work and prevent recurrence.
During the process, you and your employee are supported by a certified occupational health and safety service or BIG-registered company doctor. Within six weeks of the first day of illness, the company doctor will draw up a Problem Analysis. You can provide information in advance or ask a question, so that the doctor has a complete picture.
The sickness law as a safety net
In some situations you can apply for sickness benefit for a sick employee, even within the first 104 weeks of absence. This benefit acts as a kind of safety net: compensation for your obligation to continue paying wages. Please note: this does not abolish that obligation - you as an employer will always remain responsible for continued payment of wages up to a maximum of 104 weeks.
You must apply for the Sickness Benefit from the UWV yourself. Each safety net situation has a specific application deadline. In the table (link) you will find a handy overview of all situations and associated deadlines - with extra info on special cases.
Does something change in the reintegration process (for example, more hours or just relapse)? Or has your employee fully recovered? Then always notify the UWV within 2 calendar days. If you do so too late, you can be fined - and only in exceptional cases will the UWV waive this.
Unsure about the right approach or want to consult on a specific situation? Then contact the Verzuimregisseur. We are happy to think along with you.
Problem analysis
After the initial interview with your sick employee, the company doctor will prepare a Problem Analysis. This states:
What your employee can still do,
What limitations there are,
What recovery looks like,
and what end goal there is for reintegration.
You will also receive advice on possible steps or interventions. The Problem Analysis is mandatory and must be completed within 6 weeks of the first day of illness. If this is not done on time and a WIA application follows later? Then the UWV may impose a wage sanction: you will have to continue to pay wages - which is usually not insured.
Plan of action
Based on the Problem Analysis, you and your employee draw up a Plan of Action. This includes:
Your shared reintegration goal,
The steps you are going to take,
and who is responsible for what.
The end goal may be:
return to own job (modified or not),
other work with you,
Or work with another employer.
The Action Plan must be prepared within 2 weeks of the Problem Analysis. By putting everything in writing, it is clear to everyone what you are working toward - and when you will adjust the plan if necessary.
Contact our Absenteeism Directors, they will be happy to help!
Our experts are happy to schedule a no-obligation consultation.
