Wage Continuation Period in Rijswijk
The wage continuation period requires employers in Rijswijk to continue paying wages for up to 104 weeks to sick employees. This provides financial stability for Rijswijk residents and promotes reintegration. At the end, a WIA assessment by the UWV usually follows.
What does the wage continuation period mean for Rijswijk?
In Rijswijk, as an employee, you are entitled to continued wage payment by your employer during illness for up to two years (104 weeks). This arrangement protects against income loss and encourages recovery and return to work. Employers must not only pay but also cooperate in reintegration efforts.
The law applies to all employees with a contract in Rijswijk, unless a collective agreement (CAO) or individual agreement states otherwise. Self-employed individuals in Rijswijk must arrange their own insurance.
Legal Basis
The core provision is Article 7:629 BW: employers must continue paying wages, including during illness, which is at their expense. For Rijswijk employees, local services like Het Juridisch Loket Rijswijk offer free advice.
Additional rules:
- Article 7:630 BW: Governs wage specifications.
- Gatekeeper Improvement Act: Requires an Action Plan for reintegration.
- Article 7:658a BW: Penalties for non-compliance, such as wage suspension.
CAOs in Rijswijk sectors may offer more, but not less than the law requires. Check your CAO.
Duration and Amount of Wage Continuation
The 104 weeks consist of two phases:
| Phase | Duration | Wage Percentage | Minimum |
|---|---|---|---|
| First year | 52 weeks | At least 70% of daily wage | 70% of wage on day before illness, above minimum wage |
| Second year | 52 weeks | At least 70%, often higher under CAO | Often 70-90% depending on CAO |
Daily wage: Average over the previous year, including allowances. Vacation days do not count.
What falls outside the 104 weeks?
Maternity leave pauses the clock; probationary periods or dismissal do not.
Rights and Obligations in Rijswijk
Employee
- Right to wages: Full entitlement under law/CAO.
- Right to assistance: Consultations with occupational health physician.
- Obligations: Report within 24 hours, cooperate in return-to-work efforts.
Employer
- Right to verification: Via occupational health service.
- Obligations: Action Plan within 8 weeks, notification to UWV.
In case of violation: approach the Rechtbank Rijswijk (subdistrict court). Employers risk UWV recovery orders.
Examples from Rijswijk Practice
Example 1: Pieter from Rijswijk reports burnout on 1 January. Monthly gross salary €3,200: first year 70% (€2,240), second year the same (under CAO). After 104 weeks, WIA via UWV.
Example 2: Lisa refuses suitable work. Employer suspends wages (Art. 7:629 BW). Rechtbank Rijswijk orders resumption.
Example 3: Short flu: full wages, counts toward the period.
After the Period in Rijswijk
At 91 weeks, the employer notifies UWV for WIA. Possible IVA, WGA or no benefit. See WIA: WGA and IVA.
Frequently Asked Questions for Rijswijk
How do I report illness in Rijswijk?
Promptly, max. 1 day. Follow contract rules; otherwise, wages may be suspended.
Can an employer shorten the period?
No, minimum 104 weeks. CAO cannot provide less. Consult Het Juridisch Loket Rijswijk.
Dismissal during illness?
Prohibited in first 2 years (Art. 7:670 BW). After 104 weeks, possible with severance. Go to Rechtbank Rijswijk.
Temporary contract?
Yes, until end. Then possibly Sickness Benefits Act via UWV.
Tips for Employees in Rijswijk
- Report in writing for proof.
- Keep occupational health service letters.
- Cooperate in reintegration.
- Check payslips.
- In case of issues: Het Juridisch Loket Rijswijk or Rijswijk Legal Aid for free advice via Municipality of Rijswijk.