Self-insured employers
Reintegration for self-insured employers
As a self-insured employer you pay the benefit of sick (former) employees yourself, sometimes for ten years. We take over the programme and help people into suitable work with another employer.
- We take charge of the whole programme
- A dedicated coach who gets your (former) employee moving again
- Job search at the intensity that fits the person and the case
The problem
You pay the benefit yourself, for years
Normally UWV pays the WGA benefit once the two years of sickness are over. Not if you are self-insured: then you pay the benefit yourself, for up to ten years, and you are responsible for reintegration. Even when the employee left your organisation long ago. The same applies under the Sickness Benefits Act for flexible workers and former employees who fall ill. This is where most employers get stuck:
The costs run on for years
As long as someone is not working, you pay the benefit. Add the two years of continued pay and one sickness case can cost you money for twelve years.
Even after employment ends
A former employee remains your responsibility. Even if the contract ended years ago, you have to arrange support towards suitable work.
Nobody holds the line
The company doctor, case manager and occupational expert each do their part, but nobody steers the whole. Alongside day-to-day work, a case like this easily stalls.
The longer it runs, the harder it gets
Someone who has been out of work for a long time finds it harder to get back in. Every month without movement makes the step to another employer bigger, and the chance of work smaller.
What it solves
Someone back at work is the best outcome
For the employee, because work brings perspective. And for you, because work is the only thing you can influence to bring the costs down.
A way to lower costs
Work is the main route to lower benefit costs. Someone who is back at work for good may turn out to be less or no longer incapacitated at a reassessment.
Someone back at work
Suitable work with another employer gives the employee rhythm, income and perspective again. That is what the whole programme is about.
You do not have to drive it
We take over the direction and the coordination with the company doctor, case manager and occupational expert. You remain the client and know what is going on, without having to chase it yourself.
Work that lasts
After placement, a job coach can support the start with the new employer. That reduces the chance that someone falls back onto the benefit after a short time.
How we solve it
One programme, three parts
We combine direction, activation and job search. That way the employee gets the attention and the programme keeps moving.
Direction
We keep the overview
We keep track of the progress, plan the evaluations and coordinate with the company doctor, the case manager and where needed the occupational expert. You remain the client.
Activation
From what is possible to a direction
A dedicated coach works out with the (former) employee what is feasible and which direction fits. Also when motivation or a long time out of work gets in the way.
We continuously reflect on what someone still lacks. If it is a specific skill, they join a group training where that skill is the focus. That way the distance to the labour market gets smaller step by step.
Job search
At the intensity that fits
Where needed, a job coach actively searches and approaches employers. If someone can search independently, we keep track of what happens and adjust where needed.
Continuous reflection
Activation and job search as an active feedback loop
The road to work is rarely a straight line. The coach continuously reflects with the (former) employee on what is happening. If applications stall because a skill is missing, we tackle that first. Then the person continues stronger.
When we adjust course
- Applications do not lead to interviews
- Interviews do not lead to a next step
- A skill is clearly missing
- The (former) employee's motivation is fading
It starts with the coach
In the first conversations the coach maps out with the (former) employee what is feasible, what they want and which direction fits. That is where the loop starts.
Applying
With a job coach or independently, applications go out. If an intermediate step is needed, a work experience placement comes first.
Reflecting with the coach
After every round there is a conversation with the coach. Were there interviews, where did it stall, and why?
Going well? Then simply keep applying.
Training that fits
If a skill is missing, a group training follows where that skill is the focus, or an individual training if that suits better.
Continuing stronger
Applying again with the new skill. The distance to the labour market has become smaller.
Back to step 1 · every round a step closer to work
Back to step 1 · every round a step closer to work
The goal
A new job
When an application leads to a job, the guidance ends and the (former) employee carries on at the new employer. A job coach can support that start, so the new work lasts.
Job search
Not everyone needs the same help
That is why we tailor the job search to the person, their capacity for work and the case. Extra effort where it is needed, and monitoring where someone can do it themselves.
A job coach who actively searches
Where more support is needed, a job coach looks for suitable opportunities, approaches employers and suggests relevant vacancies.
Or monitoring an independent search
If someone can search independently, we monitor which vacancies they consider, where they apply and what comes of it. We adjust where necessary.
Searching within what is feasible
We search within the person's capacity and the direction from activation. So someone applies for work that fits, not for everything that comes along.
Support after placement
Job coaching at the new workplace supports the employee and the new employer towards a lasting start.
What you get
Want to know what this means for your organisation and (former) employee?
In a free consultation we look at your (former) employees together: where someone stands now, what has already been done and where we can help. No obligation.
- A dedicated coach for your (former) employee
- Direction of the programme and coordination with everyone involved
- Job search with a job coach or monitoring of their own search
- Every offer, agreement and response on record
- Support after placement with the new employer
- Nationwide, with a response within 24 hours
Frequently asked questions
How long am I responsible as a self-insured employer?
If you are self-insured for the WGA, you carry the financial risk and responsibility for reintegration for up to ten years from the start of the WGA benefit. Your involvement in a case can therefore continue for a considerable period after the first two years of sickness absence.
Does this also apply to former employees?
Yes. The end of employment does not automatically end your responsibility as a self-insured employer. A former employee may still require support towards suitable work with another employer.
Is reintegration still relevant for WGA 80 to 100?
It can certainly remain relevant. WGA 80 to 100 means that the person is currently fully incapacitated for work, but their incapacity has not been assessed as permanent. Their situation and capacity for work may change. It therefore remains important to monitor possible reintegration opportunities. An IVA benefit applies where incapacity is both full and permanent, which is a different situation.
Can I impose a measure if someone does not cooperate?
The coach first takes it up with the (former) employee: what is in the way, and what is needed to get moving again. If nothing changes, we hand it back to you. Article 89 of the Dutch Work and Income (Capacity for Work) Act allows a self-insured employer, under certain conditions, to impose a measure.
How do you determine the intensity of the job search?
This depends on the person and the case. If someone needs more support, a job coach can actively approach employers and suggest suitable vacancies. If someone can search independently, we monitor and discuss their search activities, applications and results and adjust the approach where necessary.