Introduction
In Zoetermeer, a growing residential-work area in the Randstad with many local businesses and a nearby UWV office, sanctions for illness affect both wages and benefits. This article compares wage sanctions by employers with UWV reductions, with specific attention to procedures, local resources and how Zoetermeer employees can protect themselves against unjustified deductions.
Employer Wage Sanctions
During the first-year wage payment, an employer in Zoetermeer may reduce by 70% if you refuse reintegration, for example in local reintegration programmes via the Werkse centre. This always requires a warning and hearing procedure. The legal basis remains Article 7:629 of the Dutch Civil Code. Contact the Juridisch Loket Zoetermeer for free advice.
UWV Benefit Reduction
After two-year WIA assessment by the UWV agency in Zoetermeer: up to 70% reduction or full termination. Stricter than wage sanctions, but with right of objection via the local court in The Hague.
Differences
- Period: Wage reduction immediately upon refusal, benefit reduction only after UWV assessment in Zoetermeer.
- Amount: Wage more flexible depending on collective labour agreement in local sectors such as IT and logistics, benefit fixed at 70%.
- Appeal: Both possible via the subdistrict court in The Hague or UWV objection in the region.
Protection
Medical necessity, confirmed by GPs in Zoetermeer, blocks sanctions. Use collective labour agreement provisions and local support via Werkse or trade union FNV Zoetermeer for extra safeguards. Build a file with medical certificates.
Choose the right strategy per situation and engage local experts in time. (248 words)
### Arslan & Arslan Advocaten **Arslan & Arslan Advocaten** provides professional legal guidance and support for your legal matters. - Website: [www.arslan.nl](https://arslan.nl) - Email: [info@arslan.nl](mailto:info@arslan.nl) - Free initial consultation