The WIA Selection Guide

Compile your own WIA insurance

Nederlands Nederlands

With a WIA insurance you are going to make important choices for your employee’s income after 2 years of illness or disability. We inform you about the options so that you can determine which insurance best suits your situation.With a WIA insurance you are going to make important choices for your employee’s income after 2 years of illness or disability. We inform you about the options so that you can determine which insurance suits your situation best.

The WIA insurance in brief

Read all about the WIA insurance
Currently, the website is available in Dutch only.

With WIA insurance through Centraal Beheer, you can prevent your employee’s income from falling sharply after 2 years of illness if they become disabled. You can choose which risks to insure. WIA insurance limits the financial risks for fully or partially disabled employees. You are taking care of your employees and we are here to help. A pleasant thought.

The 4 situations that determine the WIA benefit

View the 4 situations

After two years of illness, the employee will fall back on the statutory WIA benefit for their income. This can lead to a significant drop in income. The WIA has made rules for 4 situations. An disabled employee faces 1 of these situations.

Which additional possibilities do you choose?

The coverage percentage indicates what is used for calculating the reimbursement. A higher coverage

percentage provides more income security in the event of disability. You can choose from: 70%, 75%, 80%. If you have opted for the WIA supplement, you can also choose a coverage percentage of 85%, up to the WIA wage ceiling. With WIA Compensation Insurance, you can also choose a 90% or 100% coverage percentage.

The government is gradually raising the state pension age. For 2024 through 2027, the state pension age is set at 67. The state pension age will increase by three months in 2029 to 67 years and three months. Visit SVB.nl/aowleeftijd to calculate the expected AOW age for each employee. You can choose from the following compensation periods:

  • Compensation up to the actual state pension age.
  • Compensation up to the state pension age, with a maximum of 67, 68, 69 or 70 years old.
  • A temporary compensation period of 5 or 10 years.

If you find it important to offer your employees as much certainty as possible around compensation, select a compensation period until the actual state pension age. Compensation is then guaranteed up to the state pension age.

As prices rise with inflation, your employee cannot buy as much with their money. This is referred to as loss of purchasing power. Inflation also causes your compensation to slowly lose its worth. Indexation is adjusting amounts by a certain percentage. An employer can choose not to index the compensation or to increase by 2%, 3% or the WIA index (maximum of 3%). The WIA index is linked to the semi-annual adjustment of the minimum wage. The Ministry of Social Affairs and Employment determines this adjustment. 
You can choose from the following indexation possibilities:

  • Based on the WIA index.
  • A fixed annual increase of 2% or 3%.
  • You opt not to index the compensation

If you find it important for your employee to receive at least 75% of their last-earned income if they become disabled for more than 80%, opt for an additional 5% coverage. This 5% is in addition to your chosen coverage percentage.

You can take out a contract for 1 or 3 years. The premium for a 3-year insurance is higher than for a 1-year insurance. Do you opt for a 3-year insurance? Then we will charge an additional premium. However, the premium is then fixed for the next 3 years.

With most WIA insurances, your employee is the beneficiary. He or she receives the compensation. With the WIA Compensation Insurance, you choose who the beneficiary is. You or your employee will receive compensation if, after 2 years, your employee is found to be 15% or more but less than 35% disabled. If you are the beneficiary, you choose what you use the compensation for. For example, to make a workplace suitable, for reintegration activities or for compensation to the employee who is missing income due to the disability. If your employee is the beneficiary, his income will be supplemented by the insurance reimbursement.

Frequently asked questions about the WIA insurance

If an employee does not wish to use WIA insurance, they must submit a waiver. Keep the waiver in your employee’s personnel file to avoid future misunderstandings as to whether they are entitled to compensation. Centraal Beheer has a standard waiver that you can use.

View the waiver
We will insure your employee for the amount they are still able to work. Please note: this does not always apply. Compensation from a previous insurer will often continue. And an increase in disability may already be insured by a previous insurer or insurance company. Please contact us about such employees to establish a clear picture of the situation. We would like to avoid double insurance and unnecessary premium payments for your employee. 

Important: employees who are already ill at the start of the insurance are not insured.

The employer’s contribution is included in the insurance. The income-related contribution for the Healthcare Insurance Act should also be paid for the compensation from the WIA insurance. This contribution is covered by the WIA insurance. We will pay it to the Tax and Customs Administration.

Employees joining your company should be registered within three months. This prevents your employee from having to submit a health statement.

You register new employees in the ‘online Meldloket’ (Report Counter). In the Report Counter, you can easily enter, view and modify your staff's payroll information 24/7. All your changes and notifications are automatically processed in our records.