When an employee leaves employment sick, an important process begins: guidance under the Sickness Benefits Act. At Resolu, a permanent case manager takes care of the management for both the former employer and the former employee. This case manager is the point of contact throughout the entire Sickness Benefits Act process. The assistance lasts up to a maximum of 104 weeks of absence, after which, in principle, the process ends and the ex-employee can become eligible for WIA benefits.

Care first

The case manager monitors the interests of the ex-employer, but is always focused on the common goal: the shortest possible duration of the Sickness Benefits Act trajectory. Care is paramount in the process, says Anchela Vink, case manager at Resolu:
"I act as a link between all those involved. Legislation and regulations are leading and I follow them closely, but what gives me energy are the personal conversations. Sometimes it is a short process, sometimes it takes longer. In that time you build a bond of trust, and that is valuable - especially in a period that is not easy for the ex-employee."

The case manager ensures that the right steps are taken according to the Gatekeeper Improvement Act. This involves cooperation with, for example, the UWV, an employment expert or a company doctor. Always within the limits of privacy legislation.

Difference between case manager in process and task delegation

Resolu employs two types of case managers: in process and in task delegation. Task-delegation case managers work under the supervision of an occupational physician, who remains ultimately responsible for the medical assessment. Under strict conditions, the task-delegation case manager may ask about medical conditions and be delegated certain tasks by the company physician. The task delegation case manager faces the same professional confidentiality as the company physician. A case manager without task delegation may not request medical information from a former employee.

Erik van der Sluis, task delegation case manager at Resolu, explains: "I work closely with the company doctor. Because we have short lines of communication, we can take action quickly and adequately. That makes our work effective and that benefits recovery and the trajectory."

Whether it's the administrative side, consultation with professionals or human contact with the ex-employee, the case manager maintains direction and oversight. The goal? The shortest possible sick leave pathway, which benefits everyone. As Anchela puts it, "If an ex-employee is satisfied with the counseling at the end of the process, I know I've done my job well. That's the feeling I want to give everyone."

Want to know more?

Good guidance of (former) employees who enter the Sickness Benefits Act is of great importance in order to limit the current and future damage. Curious about what good guidance can mean for your organization? Feel free to contact us or view this page.

Download white paper and watch webinar

"*" indicates required fields

Name*
This field is for validation purposes and should not be changed.