No-risk policy: how does it work in track 2?

The Dutch no-risk policy means that, if an employee who falls under this scheme becomes ill, the employer can often receive a Sickness Benefits Act (Ziektewet) benefit from UWV. This reduces the financial risk of sickness and can make hiring or retaining someone more attractive. For the query “no-riskpolis hoe werkt het” in a track 2 context, the key issue is practical: how to use this UWV instrument to improve the chances of sustainable placement with a new employer. This article explains when it matters, how it is handled in practice, and what to watch out for during a second-track reintegration process.

No-risk policy: how does it work and when is it relevant?

“No-riskpolis hoe werkt het” at its core: the scheme is designed to remove barriers for employers when hiring people who may have an increased risk of sickness absence. If the employee falls ill, the employer may, under conditions, receive a UWV sickness benefit. It does not replace normal Dutch sickness absence obligations, but it can materially change the employer’s financial exposure and decision-making.

In track 2, the question “no-riskpolis hoe werkt het” often arises because the employee is searching for suitable work with a different employer. In a second-track reintegration programme, the new employer may hesitate due to perceived absence risk. The no-risk policy can help overcome that hesitation by shifting part of the sickness-cost risk to UWV.

Not everyone qualifies. UWV typically links eligibility to a formal status or benefit situation (for example certain WIA/WAO or Wajong-related situations, or transitions from specific benefits into work). Because eligibility is conditional, it is wise to obtain confirmation rather than assume it applies. That fits with robust process alignment and the employer obligations in reintegration during sickness absence.

• The no-risk policy reduces sickness-related financial risk for the (new) employer.
• UWV determines whether the employee qualifies and under which conditions.
• In track 2 it can increase the likelihood of placement with another employer.
• UWV confirmation helps prevent misunderstandings during hiring.

How do you arrange it in practice during track 2?

“No-riskpolis hoe werkt het” in practice starts with verifying whether the employee belongs to the target group. This may be visible in UWV correspondence or benefit documentation, or it can be confirmed formally. In track 2, timing matters: you want clarity early enough to use it in employer conversations, while still respecting privacy and medical confidentiality.

A practical way to position it is as a financial safeguard, not as a medical label. The employee does not need to share a diagnosis. The relevant point is that a UWV route exists if sickness occurs. At the same time, the job must be suitable within the employee’s functional capacity and aligned with occupational health advice. That logic is part of what second-track reintegration is meant to achieve.

From an administrative perspective, timely sickness reporting and correct UWV steps are essential. This connects to the employer’s standard sickness absence process and questions about what is and is not compensated in relation to continued wage payment during sickness. If there is uncertainty, HR or the absence case manager should check UWV rules and the specific conditions that apply.

• Verify eligibility in advance (preferably with written UWV confirmation).
• Discuss the scheme with a prospective employer as risk reduction, without medical details.
• Agree who reports sickness and within which timeframes.
• Keep the reintegration file consistent with track 2 steps and occupational health advice.
• Check whether the employer is a self-insured party under the Sickness Benefits Act.

What does it mean for the employer and the employee?

“No-riskpolis hoe werkt het” in terms of impact: for an employer it can be the deciding factor to hire or to convert a trial/work-experience period into an employment contract. The perceived cost of sickness absence becomes more manageable when UWV may provide a benefit if sickness occurs.

For the employee the benefit is indirect but tangible: the scheme can increase access to vacancies when a CV includes a period of sickness absence or partial work capacity. Still, sustainable placement requires realistic agreements about build-up, supervision, and tasks. Track 2 is about suitable work, not just fast placement.

There are limits. The no-risk policy does not make someone automatically fit for a job, and it does not replace a solid reintegration plan. Benefit interactions can also matter. If someone is moving toward WIA, understanding how a WGA benefit relates to working and reintegration helps align expectations about hours, earnings, and capacity.

• Employer: reduced sickness-cost risk, increasing willingness to hire.
• Employee: better chance of a contract when the role is demonstrably suitable.
• Both: clear agreements on capacity and build-up prevent confusion.
• Consider interactions with UWV obligations and benefit situations.

More information at the UWV

The official rules and current amounts or deadlines are available at UWV about the Sickness Benefit Act. These can change, so always check them at the source itself for a concrete situation.

Example scenario and common misconceptions

“No-riskpolis hoe werkt het” in a typical track 2 scenario: an employee cannot return to their original role due to limitations. During track 2, a suitable administrative role is found with a different employer. That employer hesitates because of the employee’s absence history. By confirming no-risk eligibility in advance, the new employer’s HR team can better assess the risk and is more willing to offer a contract with a gradual build-up plan.

A common mistake is assuming the no-risk policy always applies in track 2. It does not: track 2 is a reintegration route, while the no-risk policy is a separate UWV scheme with its own conditions. Another misconception is that the employee must disclose medical information. In practice, you can discuss the existence of the scheme and the agreed work capacity without sharing diagnoses.

Finally, execution matters: if the employer is an own-risk bearer for the Sickness Benefits Act, the handling of sickness benefits can differ from a publicly insured employer. The practical takeaway is simple: confirm eligibility, document agreements, and use the no-risk policy as supportive reassurance rather than the sole reason to start work.

• Example: reduced risk helps secure a contract after a work-experience period.
• Misconception 1: track 2 does not automatically grant no-risk eligibility.
• Misconception 2: medical disclosure is not required and often inappropriate.
• Key point: self-insurance status can affect administration and responsibilities.