Wage Sanctions in Case of Illness in Westland: Differences with UWV Benefit Reductions

## Introduction In Westland, with its thriving greenhouse horticulture sector, sanctions in case of illness affect not only benefits, but also wages of greenhouse workers and growers. This article compares wage sanctions by employers with UWV reductions, with a focus on procedures, local examples from the region and how Westland employees can protect themselves against unjustified savings. ## Employer Wage Sanctions In the first-year wage payment in Westland, an employer, such as a large greenhouse horticulture company in 's-Gravenzande or Monster, may reduce by 70% if you refuse reintegration. This always requires a warning and hearing procedure. The legal basis remains Article 7:629 BW. In Westland practice, this is often seen with seasonal workers who refuse light work. ## UWV Benefit Reduction After two years WIA: up to 70% reduction or termination by the UWV office in The Hague, which serves Westland. Stricter than wage sanctions, but with right of objection and possibility of hearing in the region. ## Differences - **Period**: Wage directly after refusal, benefit after UWV assessment. - **Amount**: Wage more flexible depending on CAO Glastuinbouw, benefit fixed at 70%. - **Appeal**: Both via subdistrict court in The Hague or District Court Rotterdam for Westlanders. ## Protection Medical necessity, as established by an occupational health service in Naaldwijk, blocks sanctions. Use CAO provisions from the Westland greenhouse horticulture for extra safeguards, such as mandatory mediation via local industry organisations. Consult a lawyer in Westland for situation-specific strategies. Choose the right approach per Westland work circumstance. (278 words)