Introduction
In Zoetermeer, your employer must actively contribute to your reintegration after illness; otherwise, you risk sanctions from the UWV. This article for employees in Zoetermeer explains the obligations, how to verify them, and what to do in case of non-compliance, with a focus on local occupational health services and authorities.
Employer's Obligations
Under the Gatekeeper Improvement Act (Wet verbetering poortwachter) in the Zoetermeer region, the employer must:
- Draw up a reintegration plan within 8 weeks of the onset of sick leave.
- Engage an occupational health service such as ArboNed or a local Zoetermeer company doctor for problem analysis.
- Offer suitable work within their own company (first track), for example, with local employers in the Binckhorst or around the Stadshart.
- Activate the second track in case of long-term absence (>1 year), with assistance from Zoetermeer reintegration agencies such as Randstad or local career advisors.
In case of non-compliance, the UWV Zoetermeer may impose wage sanctions of up to 1 year.
How to Verify?
Request the reintegration file from your employer, including the plan, occupational health service reports, and evaluations. In Zoetermeer, you can visit the UWV office at the WTC Zoetermeer for advice. Report shortcomings immediately via the UWV reporting form online or by telephone.
Consequences of Non-Compliance
If your employer fails to cooperate, the UWV often waives your sanctions. You can claim compensation for lost income or delays in reintegration at the subdistrict court in The Hague (which has jurisdiction over Zoetermeer).
Zoetermeer Case Study
A Zoetermeer employer in the tech sector did not initiate a second track for a sick employee. The UWV imposed a wage sanction, the employee retained their benefits, and received compensation of €5,000 through the court.
Stay vigilant in Zoetermeer and protect your rights with the help of local trade unions such as FNV in the region.
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