Wage Sanctions for Illness in Amsterdam: Differences with UWV Benefit Reductions

## Introduction In Amsterdam, where many employees work in sectors such as finance, tech and creative industries, sanctions for illness affect not only benefits, but also wages. This article compares wage sanctions by employers with UWV reductions, with a focus on procedures, local institutions such as the Juridisch Loket Amsterdam and protection for Amsterdammers. ## Employer Wage Sanctions During first-year wage payment, an Amsterdam employer may reduce pay by 70% if you refuse reintegration, for example in a trajectory via the Municipal Public Health Service (GGD Amsterdam). This always requires a warning and hearing procedure. The legal basis remains Article 7:629 of the Dutch Civil Code (BW). In Amsterdam sub-district court cases, often at the Amsterdam District Court, strict compliance is checked. ## UWV Benefit Reduction After two years WIA: up to 70% reduction or termination via the UWV office in Amsterdam-Zuidoost. Stricter than wage sanctions, but with right of objection at the Amsterdam District Court. Local trade unions such as FNV Amsterdam offer free advice. ## Differences - **Timeline**: Wage immediately after refusal, benefit only after UWV assessment in Amsterdam. - **Amount**: Wage more flexible depending on collective labour agreement (CAO) (often strict in Amsterdam hospitality and retail), benefit fixed at 70%. - **Appeal**: Both via sub-district judge of the Amsterdam District Court or UWV objections committee. ## Protection Medical necessity, confirmed by Amsterdam general practitioners or Occupational Health Services, blocks sanctions. Use CAO provisions or local regulations such as the Amsterdam Participation Act for extra safeguards. Consult the Legal Advice Hour in Amsterdam-West for free help. Choose the right strategy per situation, tailored to Amsterdam's work culture. (278 words)