Illness during pregnancy and childbirth
Pregnancy is a special time for most women. During pregnancy, the employee is entitled to 16 weeks of paid leave. But what if an employee becomes ill during or after pregnancy? What do you need to know as an employer? At ZekerArbo we are happy to help you.
Maternity leave
Every employee is entitled to 16 weeks pregnancy and maternity leave (WAZO leave). During this period, the UWV pays 100% of the salary up to the maximum daily wage. Holiday days and holiday allowance also continue to accrue.
Maternity leave starts between 4-6 weeks before the due date. If your employee is ill, the rule is that the employee always starts leave 6 weeks before the due date.
Read about WAZO on the UWV site
Sick due to pregnancy?
If an employee becomes ill because of the pregnancy and/or childbirth, the UWV takes over the wage costs. It is important that you report this to the UWV in a timely manner. This period of illness is not part of the maternity leave.
When the 16 weeks of maternity leave begins, the employee is reported as recovered. As written above, the UWV also takes over the continuation of salary payment. If your employee is still ill after the maternity leave as a result of the pregnancy or childbirth, the UWV also takes over the wage costs. Also report this to the UWV in a timely manner.
Sometimes there is 'combined absenteeism'. This means that multiple absence reports within a short period are seen together as one period of absence, for example if an employee is sick both before and after the leave due to the same cause.
What is combined absenteeism?
With combined absenteeism, periods of illness before and after the maternity leave are added together, but only if the cause of the illness is the same. Is the cause after the leave different? Then it is considered a new absence report.
Contact with the case manager or employability coach
Illness around pregnancy can be complicated. Do you have questions about how to best handle this? Then contact your employability coach at ZekerArbo. We will certainly help you further.
Check: combined absenteeism or not?
Are you unsure whether it is combined absenteeism? Below you will find a number of examples to help you on your way.
Examples of combined absenteeism
Situation 1: The employee is sick both before and after the leave due to the same cause (not related to the pregnancy). In this case there is combined absenteeism, and the days of sickness before and after the leave are added together.
Situation 2: The employee is sick both before and after the leave, but due to a different cause. The illness has nothing to do with the pregnancy. In this case there is no combined absenteeism, and the days of sickness are not added together.
Situation 3: The employee is sick both before and after the leave due to the same cause. After the leave, however, the employee takes a few days off before calling in sick again. In this case there is no combined absenteeism, because there are non-sick days in between.
Benefits of combined absenteeism
The 104 weeks (2 years) of absence, which we call the waiting period for a WIA application, is then reached sooner.
Employer, employee and occupational health service can take steps more quickly towards a WIA application, if necessary.
Do you have any questions or want to know more about combined absenteeism and pregnancy-related illness? The specialists at ZekerArbo are ready to help you!
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