Increased disability for partial WIA - What can you do?
Retaining an employee with partial WIA benefits can be advantageous. For example, there are opportunities to apply to the UWV for compensation for workplace modifications. But what can you do when the restrictions increase anyway? Clear rules have been drawn up to prevent another 104-week waiting period.
Continuing to employ an employee with partial WGA benefits
An example: Herman worked as a machinist for his employer for more than 25 years before his breakdown. A valued and experienced worker who knew a lot about the ins and outs of the company in addition to his own work. He had sort of helped build it into the company it is today.
Due to a one-sided accident, Herman suffers so much back pain that he can no longer do his own work. Based on the Functional Capabilities List (FML), the Occupational Assessor of Puls determines that the "own work" is no longer possible and cannot be adjusted by jobcarving. However, Herman can use his knowledge and experience for the company, but with some bottlenecks. On the one hand, Herman can only work a maximum of 6 hours a day, and on the other hand, the wage value of the modified job is significantly lower. In order to be able to perform the modified work well, measures are taken (partly by means of a provision requested via the UWV) such that Herman can still work as a warehouse counter clerk for a part-time salary of 60% of his former salary. After the WIA assessment, the UWV states that Herman is indeed 40% unfit for work and he receives partial WGA benefits.
Complaints are increasing - now what?
Herman is happily working in his new role 2 years after the UWV decision and the hope is that Herman can continue on this path for a while. However, an unexpected movement throws a spanner in the works. Suddenly Herman cannot move at all and has to call in sick completely. Despite a few targeted treatments, the new situation seems irreversible and the chances of returning to work are very slim. So what can you still do?
The UWV states that increased disability of an employee with WGA benefits can be reported immediately by either the employee or (in consultation with the employee by) the employer.
It is then important that an updated FML has been drawn up by the company doctor and also the new medical information. An additional Occupational health assessment, to test the possibilities for work within or outside the employer, is then recommended. With this information, the UWV can then start work immediately and Herman's disability is reassessed. There is thus no need to serve a 104-week waiting period.
New WGA benefit Herman
After the notification and reassessment, Herman's disability is determined by the UWV to be 80/100. Because it is not excluded that improvement can still occur in time, a WGA 80/100 benefit is awarded to Herman. But he would have preferred to continue working....
Learn more
Want to know what the options are for your employee? Then engage one of Puls 's employment experts. Puls operates throughout the Netherlands and is there for both you and your employee. For more information, visit our website or register your employee directly for a Occupational health assessment.
