UWV changes its calculation of transition payment compensation from 21 December
On 12 November 2026, the Dutch Employee Insurance Agency (UWV) announced that from 21 December 2026 it will calculate and assess compensation for the statutory transition payment after long-term incapacity for work differently. For employers who dismissed a long-term sick employee, this may affect the amount of compensation.
What changes?
From 21 December, employers applying for compensation will also provide information on the period before the former employee's first day of illness. Until now, UWV only looked at the period before the end of the prohibition on dismissal during illness. UWV will also ask for information on the pay rises the former employee received.
Why?
The reason is several court rulings on the way UWV calculated the compensation. UWV already took these into account when handling objections and appeals; employers who objected to the amount of compensation since March 2023 have already provided the information. From 21 December, UWV will calculate compensation in the same way for all applications.
Reassessment of earlier applications
According to UWV, the statutory transition payment may be higher under this calculation. If an employer paid an additional transition payment on that basis, it is also entitled to higher compensation and can ask UWV to reassess an earlier application. Mind the deadline: compensation must be applied for within six months of paying the transition payment. The government intends to abolish the compensation schemes; the House of Representatives has yet to decide on that bill (36 869).
Practical tips
When dismissing a long-term sick employee, collect pay data from before the first day of illness and on pay rises in good time.
Check whether you paid an additional transition payment on this basis in the past and, if so, request a reassessment.
Monitor the six-month deadline after paying the transition payment.
Read more in our knowledge base. Questions about compensation in your situation? Contact us.
This blog provides general information and is not legal advice. For advice on a specific situation, please contact us.
