If your work will soon cease, there are several things which you have to arrange for. What you will need to arrange depends on the reasons for and the situation following your dismissal. It may be that you hand in your notice yourself in order to start working for a different employer or to start your own company. Another possibility could be that your temporary employment contract with the UT is ending, but you have not yet found a new job.
If you are still in possession of UT property, you are required to hand these in on your last working day. Examples include your staff ID card, NS Business Card, telephone, laptop and tablet.
If you are part of the administrative and support staff, LISA will cancel your ICT account thirty days after your last working day. Academic staff are given a period of one year before their account is cancelled.
As soon as your employment contract with the UT terminates, it will no longer be possible for you to participate in group healthcare insurance with Menzis. There are exceptions for (early) retirement or full incapacity for work. In all other situations, you need to contact Menzis yourself in order to continue your healthcare insurance on a different basis.
Ceasing work could mean that your pension build-up with the General Pension Fund for Public Employees (ABP) is halted. If, immediately after your dismissal, you start a new job with a different employer in the public sector (government and education), you will continue to build up pension savings with ABP. This is often also the case if, after your dismissal, you have a right to an unemployment benefit or an invalidity benefit. If your new employer does not offer a pension scheme or if you're starting your own company, it is sometimes possible to voluntarily build up pension with ABP for a maximum period of three years.
If you have an Anw shortfall insurance policy with elipsLife, the insurance will cease if your contract with the UT terminates. You must report this within one month after termination of your contract by sending an e-mail to email@example.com . Your email should state your policy number, name, address and place of residence. Optionally, you can request for a quotation for continuation of the insurance via this same email address.
Additional information per situation:
- New job or own company
If you begin working for a different employer or are starting your own company after being employed by the UT, this will have consequences for your pension and healthcare insurance.
There are various possibilities:
- If you found a new job in the public sector (government and education), you will continue to build up pension savings with the General Pension Fund for Public Employees (ABP).
- If your new job is not part of the public sector and if your new employer has a pension scheme, you can apply for a transfer payment with your new pension insurer. The pension built up with ABP will then be converted into pension arrangements with the new pension insurer. You can apply for a transfer payment up until six months after the start of a new job.
- If your new employer does not maintain a pension scheme or if you're starting your own company, you can voluntarily build up pension savings with ABP for a period of three years under certain conditions.
For more information on transfer payments, voluntary continuation of pension build-up and other subjects that become important if you start working outside the public sector, see the ABP website.
If you are using the UT's group healthcare insurance with Menzis, this insurance will continue after your dismissal for the remainder of the calendar year, on an individual basis. This means that the group discount expires and that you can no longer use the special UT package.
If your new employer offers group healthcare insurance, you are allowed to switch to this new insurance package in the middle of the year (i.e. before 1 January). To do so, you are required to terminate your contract with your current healthcare insurer within thirty days after starting your new employment.
If you enter into retirement, you may continue to make use of the UT's group healthcare insurance with Menzis. Any partners may also stay on the group health insurance. The group discount on the healthcare insurance premium remains applicable.
If you are living abroad, you will not generally be able to retain your Dutch healthcare insurance when you retire. If you are an inhabitant of a EU/EEA member state or a treaty country, you are entitled to medical care in your country of residence according to the laws of that country. In order to achieve this, you have to register with the National Health Care Institute by completing an A-121 form. You will also pay a contribution (premium) to the Health Care Institute. If you are living in an EU/EEA member state or in Switzerland, you are also entitled to medical care in the Netherlands in addition to medical care in your country of residence. To obtain access to medical care in the Netherlands, you need to request a European Health Insurance Card (EHIC) from the Health Care Institute. More information can be found at the National Health Care Institute website (Dutch only).
- Occupational disability
If you are ceasing work because the Employee Insurance Agency (UWV) has determined that you are completely and permanently incapacitated for work, you are allowed to continue to use the group healthcare insurance of the UT with Menzis. Any partners may also stay on the group health insurance. The group discount on the healthcare insurance premium remains applicable and you can continue to use the special UT insurance package.
If the Employee Insurance Agency has determined that you are partially incapacitated for work (35%-80%) or completely, but not permanently, unfit for work, upon dismissal you are no longer allowed to use the group healthcare insurance of the UT with Menzis.
If, upon dismissal, you have a right to an Full Invalidity Benefit (IVA) or an Partial Capability for Work Benefit (WGA), you generally also entitled to a non-contributory pension build-up at the General Pension Fund for Public Employees (ABP). In that case, you will build up a non-contributory pension of 50% for the part during which you are unfit for work. You apply for a non-contributory pension at the General Pension Fund for Public Employees (ABP), while simultaneously applying for the ABP Invalidity Pension (AAOP). The application must be filed digitally at MijnABP . For more information, please check the ABP website (Dutch only).
If your employment with the University of Twente expires or is terminated and you are unable to find a new job, you will become unemployed. This will affect your income, your pension accrual and your participation in your collective health insurance scheme.
You will only be entitled to an Unemployment Insurance Act (WW) benefit if you meet the following requirements:
- The loss of working hours is at least 5 hours per week (or half of the average number of working hours per week for an employment contract for less than 10 hours per week).
- In the 36 weeks immediately prior to unemployment, you received a salary in the context of an employment contract for a minimum of 26 weeks.
- You are not entitled to continued payment of salary.
- You became unemployed through no fault of your own.
- You are immediately available for paid work and are registered as a job seeker with the Employee Insurance Agency (UWV).
- You have not yet reached the statutory pension age.
- You are not a frontier worker who is entitled to an unemployment benefit in your country of residence.
If you are eligible for an unemployment benefit, you may also be entitled to a top-up benefit on the grounds of the Non-Statutory Unemployment Regulation of the Dutch Universities (BWNU). This scheme provides for an unemployment benefit compensation (compensation for the reduced term of unemployment benefit), a top-up benefit (to supplement your unemployment benefit) and a subsequent top-up benefit (which will take effect after your entitlement to unemployment benefits has ended). The BWNU also provides the option of wage supplementation. This is a supplement to your income if you find a new job with a lower salary than your previous job.
With effect from 1 January 2018 you are entitled to a transitional payment in the event that your employment lasted for at least 24 months and ends after this date. You are not entitled to a transitional payment in the event that your termination of employment is the result of financial circumstances and if you are entitled to a subsequent top-up benefit. You do, however, have the option to waive this subsequent benefit in order to be eligible for the transitional payment.
As soon as your employment with the University of Twente ends, your eligibility for participation in the Menzis collective health insurance scheme also lapses. You have to contact Menzis yourself in order to stay insured under new terms and conditions.
When you become unemployed, you accrue no pension or less pension. As long as you receive an unemployment benefit or a top-up benefit, you will only accrue approx. 50% of your regular pension accrual with ABP. The university pays the premium for this insurance. If you want, you can save more for your pension during the your period of unemployment or the period you receive your top-up benefit. Would you like to know more about the consequences of unemployment for your pension and the options available to you for partial of full compensation, please go to the ABP website.
UNEMPLOYMENT INSURANCE ACT BENEFIT
The Unemployment Insurance Act (WW) is a compulsory employee insurance policy that insures employees against loss of income in the event of involuntary unemployment. The unemployment benefit will be carried out by the Employee Insurance Agency (UWV).
An unemployment benefit lasts for a minimum of 3 months and a maximum of 24 months. The duration of your unemployment benefit depends on your employment history. You will receive a basic unemployment benefit of three months if you meet the weeks requirement. This benefit is extended if you also meet the years requirement.
BASIC UNEMPLOYMENT BENEFIT (WEEKS REQUIREMENT)
Did you receive a salary as a salaried employee for at least 26 weeks during a period of 36 weeks immediately preceding your first day of unemployment? If this is the case, then you have met the weeks requirement. For a week to count, you need to work a minimum of one day. If you meet the weeks requirement and the other requirements for entitlement to unemployment benefit, then you will receive at least a basic benefit for three months.
EXTENDED BENEFIT (YEARS REQUIREMENT)
Have you met the weeks requirement and did you work for at least four of the last five calendar years before unemployment and did you receive an income for at least 208 hours during each of these calendar years? If this is the case then you meet both the weeks and the years requirement and you are entitled to an unemployment benefit of more than three months. The total duration of your unemployment benefit is determined by your employment history. For the first 10 years of your employment, you are entitled to one month of unemployment benefit per year. For example, 7 years of employment history means that you will receive an unemployment benefit for 7 months. If you have worked for more than 10 years, you are entitled to 1 month of unemployment benefit for all years of employment before 1 January 2016 and a 0.5 month of unemployment benefit for the years after 1 January 2016. The maximum unemployment benefit duration is 24 months.
If on 1 January 2016 you have worked more than 24 years, different rules apply. For more information about this, go to the Employee Insurance Agency website.
In the first two months, unemployment benefit amounts to 75% of your daily wage, from the third month this goes down to 70%. The daily wage is the wage you earned on average per day in the year before you became unemployed. This concerns the wage on which social insurance premiums have been paid. This is why for example holiday allowance and end-of-year bonuses, other bonuses and allowances are included, but reimbursements for travel, internet expenses, extraterritorial costs, etc. are not. The daily wage for unemployment benefit is never more than statutory maximum daily wage.
You can apply for unemployment benefits quickly and easily via werk.nl. To log in you need your DigiD.
You can apply for unemployment benefit from one week before your termination of employment up to one week after your dismissal date.
In addition to the Unemployment Insurance Act, Dutch universities have their own benefit scheme for unemployment. This Non-statutory Unemployment Regulation of the Dutch Universities (BWNU) that is part of the Collective Labour Agreement for Dutch Universities has three top-up benefits: an additional top-up benefit, an unemployment benefit compensation and a subsequent top-up benefit. The BWNU is executed by RAET BPO Uitkeringsinstanties.
Please note: The current BWNU applies to a dismissal with an initial unemployment day on or after 1 July 2017. If your termination of employment was before 1 July 2017, different rules may apply.
ADDITIONAL TOP-UP BENEFIT
If in the year before your unemployment you earned more than the statutory maximum daily wage, then you are probably entitled to a supplementary top-up benefit.
The supplementary top-up benefit supplements your unemployment benefit for the first two months up to 75% of your actual (not subjected to a maximum) daily wage. After that, the unemployment benefit will be supplemented up to 70% of your actual daily wage.
The duration of the supplementary top-up benefit is equal to the duration of the unemployment benefit. If you are receiving a basic three-month unemployment benefit, then you will also receive the supplement for only three months. If your unemployment benefit is for more than three months (extended benefit), then this also applies to your supplement.
UNEMPLOYMENT BENEFIT COMPENSATION
The BWNU has arranged for a provision for the shortening of the maximum unemployment benefit. This benefit supplements the difference. If you become unemployed and you were entitled to longer unemployment benefits before 1 January 2016, you will receive a compensation that bridges the gap between the current unemployment benefit duration and the old unemployment benefit duration. This benefit will take effect as soon as the unemployment benefit ends.
The amount of the compensation is equal to the amount of your unemployment benefit and any additional benefits combined.
SUBSEQUENT TOP-UP BENEFIT
If you are entitled to an unemployment benefit and you are 45 years of age or older on your first day of unemployment, you may be entitled to a subsequent BWNU benefit after your unemployment benefit ends or after your compensation benefit ends. Your term of service* has to be at least seven years.Term of service
The 'term of service' refers to the period of employment immediately preceding the date of dismissal, with an interruption of no more than 14 months, with:
- An employer in the sectors of primary education, secondary education, adult and vocational education, higher professional education, research institutions, scientific education and university hospitals.
- A different employer designated by the parties in the Adherence Decision (Volgersbesluit, Annex 1 to the Collective Labour Agreement of Dutch Universities).
- A legal predecessor to an employer referred to under 1. or 2.
If on the first day of your unemployment you have at least seven years of service and you are between the ages of 45 and 50, then after your unemployment benefit ends you will be entitled to a maximum of two years of a subsequent top-up benefit. If you are 50 years of age or older on the first day of unemployment, the subsequent top-up benefit will last a maximum of three years.
If on the first day of your unemployment your term of service is at least 12 years and you are less than 10 years away from retirement, then the top-up benefit will be paid until your retirement date.
The subsequent top-up benefit is 70% of your current daily wage. A maximum of 70% of the salary for this scale and the holiday allowance corresponding to scale 12 salary level 10 of the collective labour agreement for Dutch Universities applies.
In the event that your termination of employment was for economic reasons (for example a reorganization or redundancy), then you have the option of getting a transitional compensation instead of a subsequent top-up benefit.
You can apply for the top-up benefit using a form that you can download from the VSNU-site. Please ensure that both the employer and employee sections of this form are filled in and signed and that you have attached the required appendices within 7 days after notification of termination of employment. Please send the form to RAET BPO Uitkeringsadministraties. You can contact the Human Resources Service Desk to have the employer part of the form filled in and signed.
With effect from 1 January 2018 you will in principle be entitled to a transitional compensation upon termination of employment. You will only be entitled to this compensation if your employment lasted for at least 24 months and if your employment was terminated at the request of your employer.
You will not be entitled to a transitional compensation if the termination of employment was for economic reasons (for example dismissal due to a reorganization or redundancy) and if you are entitled to a subsequent top-up benefit. It is possible to still claim a transitional compensation. You must then waive your entitlement to the subsequent top-up benefit.
The amount of the transitional compensation is calculated on the basis of the length of your employment and your last-earned salary. The calculation as of 1 January 2020 is as follows (before 2020 the calculation was different):
- The transitional compensation amounts to a third monthly salary for each year that the employment contract lasted.
- For each other part of the employment, or if the employment has lasted less than a year, the transitional compensation is calculated pro rata according to a special formula.
The amount of the transitional compensation is capped at € 84,000 gross (amount in 2021) or your annual salary (insofar as this is higher than the maximum).
DUTCH UNIVERSITIES ENHANCED UNEMPLOYMENT SCHEME (BWNU) WAGE SUPPLEMENT
If you are receiving an unemployment benefit or a top-up benefit and your benefit ends because you commence employment with a new employer with a salary that is lower than your last-earned salary (including bonuses, holiday allowance and end-of-year bonus), then you are probably entitled to a BWNU wage supplement. This is an addition to the salary you will receive from your new employer.
The BWNU wage supplement scheme also applies if you are not entitled to an unemployment benefit or a top-up benefit because you have found a job starting immediately after your contract with the University of Twente ends but that you would have been entitled to if you had not accepted this new job.
The wage supplement amounts to 100% of the difference between the wage in your new job and your last-earned salary (including bonuses, holiday allowance and the end-of-year bonus).
The wage supplement ends no later than the final date on which you would have been entitled to an unemployment benefit or a top-up benefit if you would not have been entitled to a salary from your new employer. If you are 55 years or older on the first day of your unemployment and if your term of service is at least 12 years, then the wage supplement can be extended to your retirement date.
Do you think you are entitled to a wage supplement? Then contact Visma Idella Services Uitkeringsadministraties to request this within three months after accepting a new job, on +31 (0)88 230 26 50.