Subsidy schemes depend on the situation and the nature of the employee’s disability. This means that it is not always possible to indicate in advance whether and to what extent financial arrangements apply. Below you will find an overview of relevant financial arrangements.
If an employee with an occupational disability is receiving state benefit, it is possible to arrange a trial placement. Under this arrangement, an employee works for the employer for a few months while retaining their benefit. This means that the employer does not have to pay the employee a salary. The trial placement period is a substitute for the probationary period at the start of an employment contract.
Wage subsidy reimburses employers for the difference between the actual wage paid and the minimum wage, up to 70% of the minimum wage. The municipality can also apply a wage subsidy of 50% of the minimum wage up to the first six months, in consultation with the employer, with a view to helping people into employment as quickly as possible. Employees with an occupational disability cannot always earn the minimum wage. For example, this applies in cases where the employee is less productive than an employee without an occupational disability. The wage subsidy allows the employee to receive the standard salary while compensating the employer for reduced productivity. Employers can submit an application for a wage subsidy to the municipality. The level of the subsidy is determined after a wage valuation assessment at the workplace.
Wage dispensation is available to employers that employ young people who are entitled to incapacity benefit (Wajong) and whose illness or disability means that they are unable to handle a full workload. The employer pays the employee a lower wage which the UWV then supplements in the form of Wajong benefit. Depending on the level of income from work, a young person with a Wajong entitlement may also receive additional income support from the UWV. Wage dispensation can last anything from six months to five years. An extension is possible, but eventually the employer is expected to pay a wage-dispensation employee the same as other employees.
An employee with an illness or disability is entitled to a no-risk policy in some situations. This measure applies automatically so the employee does not need to apply for it separately. The no-risk policy comes into effect as soon as the employee enters employment and has a maximum duration of five years. In special situations, this period can be extended for an additional five years. If an employee with a no-risk policy falls ill, the employer can receive wage compensation. To obtain this compensation, the employer applies for sickness benefit and continues to pay the employee’s salary while being compensated for the amount due in sickness benefit.
Wage cost benefit (LKV) is an allowance for employers who hire someone who is receiving state benefit or re-employ someone from a specified target group, including those covered by the Jobs Quota Act.
If the workplace needs to be adapted for an employee, the employer can claim compensation from the UWV to cover the costs of additional provisions or modifications to the workplace. The Participation Service Point supports the department in applying for this kind of compensation.
A distinction is made between two types of provisions:
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