Four questions and answers about Self-insurance

An Own-Risk Carrier (ERD) Occupational health assessment comes into play when an employee leaves employment sick and has a fixed-term contract with an employer who is an Own-Risk Carrier. As an Eigenrisk Carrier, the employer bears the burden itself when an employee leaves sick, instead of paying premiums to UWV. This brings with it responsibilities, including the reintegration supervision and benefits of the employee. The reintegration obligations of an Eigenriskodrager are similar to those of an employer where the employee is still employed. The Occupational health assessment offers added value through an expert assessment of occupational disability, providing early direction on the further course of the reintegration process and providing advice and guidance on reintegration and preventive measures.

What does it mean to be self-insured?

As an own-risk carrier, you bear the burden when an employee leaves your employment through illness. You pay less premiums to UWV and, as an organization, are responsible yourself for reintegration supervision and benefits.

When is there an ERD Occupational health assessment?

There is an ERD Occupational health assessment if the employee leaves sick, has a fixed-term contract with the employer, and the employer is self-insured.

What are the reintegration obligations of an Eigenrisk Carrier?

The (ex-)employer has the same reintegration obligation as if the employee were still employed.
Typical for employers who carry the excess salary, is that after the two years of salary continuation, they remain responsible for the reintegration and payment of the WGA benefit.

What is expected of an Eigenrisk Carrier in reintegration?

• If there are opportunities for reintegration then the (former) employer must offer the (former) employee the opportunity to reintegrate within the organization.
• If there are reintegration opportunities with the (former) employer they should be taken up immediately, there is no need to wait for the results of a Occupational health assessment for this.
• The (former) employee is also expected to apply (possibly with the help of a 2nd track coach) for other gainful employment.

5 advantages to connecting a Occupational Assessor

1. Expert disability assessment: A Occupational Assessor specializes in assessing the disability of employees. She has knowledge of laws and regulations relating to the Sickness Benefits Act and can accurately determine to what extent an employee is capable of performing suitable work. This helps the (former) employer to make well-considered decisions regarding the reintegration of sick (former) employees.
2. Preventive efforts pay off more: a Occupational health assessment with (ex-)employers who are self-insured make sense especially when the (ex-)employee has been sick for less than a year. It is often soon clear that the (ex-)employee will not return to the (ex-)employer, despite the reintegration obligations. When carrying out an Occupational health assessment at an early stage, it is possible to quickly give direction to the further course, for example by early deployment of an 2nd track trajectory. This may enable the (ex-)employee to find another paid job sooner and there will be less inflow into the WGA.
3. Reintegration guidance: A Occupational Assessor can play a crucial role in creating and implementing reintegration plans. She has expertise in identifying appropriate tasks and work for sick employees, taking into account their abilities and limitations. By ensuring a structured and effective reintegration approach, Labor Experts can help shorten the duration of sick leave and increase the likelihood of successful work resumption.
4. Advice on preventive measures: In addition to reintegration, Occupational Assessor can provide valuable advice on preventive measures to avoid absenteeism. She can evaluate workplaces and work processes, identify risks and make recommendations to improve working conditions. With proactive measures, employers can reduce the likelihood of absenteeism and promote employees' sustainable employability.
5. Expertise in laws and regulations: A Occupational Assessor is well-versed in the complex laws and regulations governing the Sickness Benefits Act and other relevant employment-related laws. She can advise the employer on the legal aspects of self-insurance, such as complying with obligations and avoiding penalties. This helps the company stay compliant and minimize legal risks.

Learn more about Self-insurance

Puls works closely with sister organization Resolu, experts in the field of claims management. Would you like to know whether self-insurance for the Sickness Benefits Act is attractive for your organization? Then contact Resolu.