Wage Sanctions in Case of Illness in Rotterdam: Differences with UWV Benefit Reductions

## Introduction In Rotterdam, with its bustling port and diverse employment, sanctions in case of illness affect both wages and benefits. This article, tailored to Rotterdam employees, compares wage sanctions by employers with UWV reductions. Focus on local procedures via the Rotterdam district court and protection against unjustified savings. ## Employer Wage Sanctions Under first-year wage payment, a Rotterdam employer may reduce by 70% if you refuse reintegration, for example at port companies or logistics. This requires a warning and hearing procedure. Contact the Juridisch Loket Rotterdam for free advice. Legal basis: BW article 7:629. ## UWV Benefit Reduction After two years WIA: up to 70% reduction or termination by UWV Rotterdam region. Stricter than wage sanctions, but with right of objection at the Rotterdam district court. Local trade unions such as FNV Rotterdam assist in preparation. ## Differences - **Period**: Wage immediately after refusal, benefit only after UWV assessment in Rotterdam. - **Amount**: Wage more flexible depending on CAO (often stricter in Rotterdam CAOs), benefit fixed at 70%. - **Appeal**: Both via Rotterdam district court or Rotterdam-South district court. ## Protection Medical necessity, confirmed by Rotterdam occupational health services, blocks sanctions. Use CAO provisions from Rotterdam sectors such as transport for extra safeguards. Consult the municipality of Rotterdam for reintegration programmes. Choose the right strategy per situation, with local support. (248 words)