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You protect employees through a combination of statutory regulations and supplementary insurance. Statutory requirements: continued payment of wages during illness (2 years), pension contributions (under collective labour agreement), and employee insurance via payroll tax. Additional optional coverage: absenteeism insurance, WIA supplement, WGA deductible, collective accident insurance, survivors' benefits, and occupational health and safety package. Good employee protection reduces turnover, increases attractiveness as an employer, and prevents financial risks. Below is a structured overview.
The short answer
- Legally required: continued payment of wages for 2 years, pension contributions (under collective labour agreement), employee contributions via payroll tax.
- Essential additional coverage: absenteeism insurance, WIA supplement.
- Additionally recommended: WGA deductible, accidents, surviving dependents.
- Services: company doctor, occupational health and safety, reintegration.
- Improved employership: lower turnover, higher productivity.
Legal protection (mandatory)
Continued payment of wages during illness
The employer is legally obliged to continue paying wages for 2 years (104 weeks), at least 70% of the final salary. Often 100% via a collective labor agreement. The employer bears the risk — therefore absenteeism insurance is virtually indispensable.
Employee contributions
Via payroll tax: WW (Unemployment Insurance Act), Zvw (Health Insurance Act income-dependent contribution), AWf (General Unemployment Fund), Aof (Disability Fund). Employer makes the remittances; no separate policy is required.
Pension schemes
In the case of a mandatory industry-wide collective labor agreement: pension via an industry fund. In the absence of a collective labor agreement: voluntary — though usually offered to remain competitive.
Supplementary insurance for employer and staff
Absenteeism insurance
Covers continued payment of wages during illness. Conventional, deductible variant, or stop-loss. See absenteeism insurance.
WIA supplement
For employees above the maximum daily wage: additional benefit on top of the UWV. See WIA insurance.
WGA deductible
Employer bears the WGA costs for the first 10 years — can be advantageous in cases of consistently low absenteeism. See WGA deductible.
Group accident insurance
Benefit for permanent injury or death due to an accident (work and leisure). Inexpensive, sensible. See group accident insurance.
Survivor's insurance
Benefit to partner/children upon the death of an employee. Supplement to the ANW gap. See collective survivors' insurance.
Health and safety package
Legally required for employers with staff: contract with an occupational health and safety service for:
- Company doctor (consultation in case of illness).
- Preventive medical examination (PME).
- Risk Inventory and Evaluation (RI&E).
- Reintegration guidance.
- Absenteeism management.
Often in combination with absenteeism insurance.
Which package for whom?
Small SME (1-15 employees)
- Absenteeism insurance (essential).
- WIA supplement (for high incomes).
- Health and safety package.
- Potential collective accidents.
Medium-sized SMEs (15-50)
- Absenteeism insurance with deductible variant.
- WIA supplement.
- WGA deductible (weighing up).
- Collective accidents.
- Surviving relatives (competing personnel policy).
Large SMEs (50+)
- Stop-loss default.
- WGA deductible.
- WIA supplement with higher coverage.
- Fully collective package (accidents, surviving relatives, etc.).
- Possibly a private pension scheme.
Competitive personnel policy
In addition to the statutory minimum, many employers offer extra:
- WGA supplement up to 100% of last salary.
- Higher pension contributions.
- Full survivors' coverage.
- Personal accident insurance work and leisure.
- Informal care schemes.
Investment in staff = lower turnover = lower recruitment costs.
Honest recommendation
For an SME with employees: minimum absenteeism insurance + WIA supplement + occupational health and safety. Expand further depending on growth and industry. Combine with a good HR advisor or insurance broker for a suitable package. Re-evaluate periodically (annually) — insurance policies change faster than entrepreneurs think. A strong employee package makes SMEs more attractive than standard employment conditions.
For other topics: insurance for SME companies, absenteeism insurance and collective accident insurance.
Frequently Asked Questions
Continued payment of wages for 2 years in case of illness (70% minimum), employee insurance contributions via payroll tax (unemployment insurance, health insurance, unemployment insurance fund, disability insurance fund), pension contributions under a mandatory collective labour agreement, and occupational health and safety package. In addition: supplementary insurance on a voluntary basis.
Absenteeism insurance (essential for employees), WIA supplement (for high incomes), occupational health and safety package (legally required). Additional recommendations: WGA deductible, collective accident insurance, survivors' benefits.
Legally required contract with an occupational health and safety service for: company doctor, preventive medical examination, risk assessment, reintegration guidance, and absence management. Often combined with absence insurance.
With a mandatory industry-wide collective labour agreement: yes, via the industry fund. In the absence of an agreement: voluntary — though usually offered for competitive personnel policies. A pension scheme is a strong factor in employer attractiveness.
For small SMEs (10 employees): €2,000-€4,000/month total personnel insurance + occupational health and safety. For medium-sized enterprises: scales with the payroll. Strong package: 10-15% of the payroll including all supplements.
Legally required. Often via an occupational health and safety service (Achmea, Robidus, ArboNed) or included in a package with the absenteeism insurer. Choose a high-quality service provider — poor advice costs more than a cheap package.
Start with the essential package (absenteeism + WIA + occupational health and safety), and expand as growth progresses. An HR advisor or insurance broker assists with the optimal composition. Periodic reorientation (annually) prevents under- and over-coverage.
