If there is permanent employment, Resolu's case manager (often in collaboration with the Labor and Health Advisor of The Occupational Health and Safety Service) will ensure that the company doctor draws up the current opinion in the event of long-term absence for the purpose of the WIA application. The current opinion is a mandatory part of the reintegration report. The current opinion is needed if an employee has been ill for more than a year and a half, so that he or she can apply for WIA benefit at the UWV. Should this be missing, the employer and employee will receive a letter requesting them to submit it to the UWV. In week 91 at the latest, the company doctor or occupational health and safety service will make an up-to-date assessment. In the same period, the "Final Evaluation" must be drawn up by employer and employee. The current assessment is therefore a mandatory part of the RIV test performed by the UWV.
But what should all be in the current judgment? And who drafts it?
What is a current judgment?
In the current opinion, the company doctor writes the course and current status of the reintegration. The current opinion is a standard form; which the UWV has made mandatory as part of the Re-Integration Report, RIV for short. In the current opinion, the company doctor describes the course and status of the reintegration. So there is no medical information in the current opinion.
The current opinion for the purpose of the dismissal permit
After two years of illness and sufficient reintegration efforts, there is the possibility of applying to the UWV for a dismissal permit for the employee. A current assessment is a mandatory part of the documents requested by the UWV in order for it to be issued.
Interim sick out of service
What if an employee leaves sick in the interim? Simply put, there was then a temporary employment contract. Should you then or should you not provide a current judgment as a former employer? And to whom? Resolu explains it to you on the basis of situations that are possible.
There is a safety net / no risk situation
There is a safety net when the employee leaves sick due to pregnancy, organ donation, or another no-risk policy.
The ex-employee then falls under the UWV at "sick leave," and the UWV then imposes requirements on the documents provided. A current assessment may then be part of the reintegration report, depending on the number of weeks of absence:
- If the employee is sick for less than 6 weeks, there is no need for a reintegration report, i.e. no current assessment.
- If the employee is sick between 6 and 10 weeks, an abbreviated reintegration report must be submitted to the UWV. This means that a plan of action and a problem analysis and/or current assessment are drawn up by the company doctor.
- If the employee is sick for longer than 10 weeks, a full reintegration report must be provided. This does mean that a current opinion is required.
Whether or not the employer is self-insured is irrelevant. After all, the ex-employee falls back under the UWV.
There is no safety net / no risk situation
The employer is not self-insured for the Sickness Benefits Act
- If the employee is sick for less than 6 weeks, there is no need for a reintegration report, i.e. no current assessment.
- If the employee is sick between 6 and 10 weeks, an abbreviated reintegration report must be submitted to the UWV, this means a plan of action and a problem analysis and/or current assessment prepared by the company doctor.
- If the employee is sick for longer than 10 weeks, a full reintegration report must be provided. This means that a current judgment must be drawn up/delivered.
However, the employer is self-insured for the Sickness Benefits Act
Then the UWV does not require you to draw up a current assessment in the event of sick leave if this is under 91 weeks of absence. The number of weeks of absence is irrelevant. However, it is desirable that the health and safety service involved has an up-to-date state of affairs and that the steps under the Gatekeeper Improvement Act have been completed and recorded.
