Your partner in a fair HRA premium

• Sickness Act (ZW): for employees without a permanent employment contract who leave employment sick or become sick within their flex contract.
• WGA (Work Resumption Partially Disabled): for long-term sick or partially disabled (former) employees.

• The amount of your wage bill,
• The sector in which your organization is classified,
• and benefit costs of (former) employees attributed to your organization.

Are those details incorrect? Then you will automatically pay more premium than necessary.

Because UWV has long been unable to handle the demand for socio-medical assessments, large backlogs have developed. As a result, clients often have to wait much longer than the statutory eight-week period.

For you, this means that WGA beneficiaries attributed to your organization may not be assessed and supervised in a timely or adequate manner. As a result, they may unfairly remain in the wrong WIA class (disability percentage) or category (WGA or IVA).

If you do not actively monitor this, you will soon pay too much WGA premium. That's why it's important to stay keen on assessing your WGA files yourself.

Medium and large employers in particular would be wise to actively monitor their WHK premiums. This is because for these groups, the premium is calculated on a differentiated basis: the higher the influx into the Sickness Benefits Act (ZW) and the WGA, the higher the premium.

Are you a medium-sized employer? Then you pay a premium that depends partly on your sector and partly on your own inflow into ZW and WGA. For large employers, only the individual risk is decisive. By limiting the inflow and the cost of claims, you can immediately realize substantial savings on your WHK premium.

Small employers receive a sectoral premium that is not individually controllable. Still, even for them, monitoring can be useful to understand what factors determine their premium and to detect possible errors.

Organizations can choose to become self-insurer for the Sickness Benefits Act and/or the WGA. In that case, they do not pay a differentiated premium to the Tax Office, but bear the financial risk and reintegration obligations of sick or disabled (former) employees themselves.