Netherlands: Rijksbegroting 2019 – Sociale Zaken en Werkgelegenheid

Last Updated: 27 September 2018
Article by Eugenie Nunes and Epke Spijkerman

Op 18 september 2018, de derde dinsdag van september, heeft de minister van Financiën traditiegetrouw de Miljoenennota gepresenteerd. Wat gaat er veranderen op arbeidsrechtelijk gebied? In deze nieuwsbrief bespreken wij de belangrijkste plannen van het kabinet ten aanzien van de arbeidsmarkt, arbeidsongeschiktheid, ziekte en zwangerschap en de oudedagsvoorziening.

Arbeidsmarkt

  • Het loonkostenvoordeel (de jaarlijkse tegemoetkoming voor werkgevers die 1 of meer werknemers in dienst nemen uit doelgroepen die vaak lastig aan het werk komen) voor banenafspraak en scholingsbelemmerden is niet langer beperkt tot 3 jaar, maar geeft per 2020 structureel recht op loonkostenvoordelen. Hierdoor moet het arbeidsmarktperspectief van mensen met een arbeidsbeperking duurzaam worden vergroot.
  • De beoogde ingangsdatum van de Wet arbeidsmarkt in balans ('Wab') is 1 januari 2020. De Wab beoogt een aantal belangrijke wijzigingen tot stand te brengen:

    • De gronden voor ontslagen worden uitgebreid met de zogenaamde cumulatiegrond;
    • De mogelijkheid om flexibele arbeidsovereenkomsten aan te gaan wordt verruimd;
    • Het wordt het mogelijk om een langere proeftijd overeen te komen;
    • Vanaf de eerste dag van de arbeidsovereenkomst ontstaat recht op transitievergoeding;
    • Er worden regels gesteld om permanente beschikbaarheid van werknemers met oproepcontracten en concurrentie op arbeidsvoorwaarden bij payrollconstructies te voorkomen;
    • Tot slot wordt de hoogte van de WW-premie afhankelijk van de contractvorm en worden sectorpremies afgeschaft.
  • Het kabinet gaat ook inzetten op het bestrijden van schijnzelfstandigheid. Het kabinet werkt in 2019 maatregelen uit ter vervanging van de Wet DBA waarmee, met name aan de onderkant van de arbeidsmarkt, schijnzelfstandigheid en concurrentie op arbeidsvoorwaarden, wordt tegengegaan. Daarnaast beogen de maatregelen zekerheid te geven aan zelfstandigen en hun opdrachtgevers dat heen sprake is van een dienstbetrekking.
  • Werknemers vanaf 21 jaar krijgen per 1 juli 2019 recht op het volledige minimumloon. Het minimumloon voor 18, 19 en 20-jarigen gaat verder omhoog.
  • De Detacheringsrichtlijn wordt herzien. De implementatie van de nieuwe richtlijn moet uiterlijk 30 juli 2020 zijn voltooid. Zo krijgen gedetacheerde werknemers na 12 maanden detachering recht op de arbeidsvoorwaarden van het gastland, met uitzondering van de regels met betrekking tot ontslag en aanvullend pensioen.
  • De toegang van burgers uit het Verenigd Koninkrijk tot de Nederlandse arbeidsmarkt moet via nationale wetgeving worden geregeld, indien voor maart 2019 geen uittredingsakkoord is gesloten door het Verenigd Koninkrijk en de Europese Unie. Om die reden wordt een wijziging in het Besluit uitvoering Wet arbeid vreemdelingen voorbereid.
  • In 2019 wordt de meldplicht voor dienstverleners uit de EU ingevoerd. Deze plicht zal gaan gelden voor dienstverleners uit andere lidstaten die hun werknemers in Nederland te werk stellen.
  • Er komt meer aandacht voor preventie van arbeidsongevallen en –ziekten. Dit uit zich onder andere door de inwerkingtreding van de wijziging van de Arbeidsomstandighedenwet per 1 juli 2018.

Arbeidsongeschiktheid

  • In 2018 stijgen de uitkeringslasten WIA (IVA en WGA) inclusief de lasten voor eigenrisicodragers met circa € 450 miljoen. Dit is een gevolg van het feit dat de WIA een relatief nieuwe regeling is, die nog niet het structurele niveau heeft bereikt.

Ziekte en zwangerschap

  • Per 1 april 2020 worden werkgevers door middel van de Wet transitievergoeding bij ontslag wegens langdurige arbeidsongeschiktheid gecompenseerd voor de transitievergoedingen die zij aan werknemers hebben betaald bij beëindiging van de arbeidsovereenkomst na langdurige arbeidsongeschiktheid. Deze compensatie heeft terugwerkende kracht tot 1 juli 2015. Daarnaast wordt geld gereserveerd voor het compenseren van de transitievergoeding die kleine werkgevers hebben betaald bij ontslag als gevolg van bedrijfsbeëindiging wegens pensionering of ziekte.
  • De Wet arbeid en zorg (WAZO) wordt gewijzigd op een aantal punten.

    • Werknemers mogen langer pleegzorg- of adoptieverlof opnemen. Dit wordt per 1 januari 2019 verlengd van 2 weken tot 6 weken.
    • Het kraamverlof wordt uitgebreid tot geboorteverlof en bedraagt eenmaal de wekelijkse arbeidsduur met behoud van salaris. Geboorteverlof komt ook toe aan de echtgen(o)te of geregistreerd partner van de moeder, degene die ongehuwd met haar samenwoont of degene die het kind heeft erkend. Per 1 juli 2020 kan het geboorteverlof worden aangevuld met maximaal vijfmaal de wekelijkse arbeidsuur geboorteverlof. De werknemer ontvangt gedurende deze periode een uitkering van 70% van zijn (maximaal)dagloon.

Oudedagsvoorziening

  • Per 1 januari 2019 gaat de automatische waardeoverdracht van kleine pensioenen van start. Hierdoor wordt het afkopen van kleine pensioenen onmogelijk, en halen ook deze kleinere bedragen hun eindbestemming: het pensioen. Om de (administratieve) kosten bij pensioenuitvoerders te beperken vervallen de allerkleinste pensioenen (twee euro of minder bruto per jaar).
  • De AOW-gerechtigde leeftijd bedraagt in 2019 66 jaar en vier maanden. Na 2019 wordt de AOW-gerechtigde leeftijd geleidelijk verhoogd naar 67 jaar in 2021. Daarna wordt de AOW-gerechtigde leeftijd gekoppeld aan de leeftijdsverwachting.

Ten slotte

We hopen u hiermee een goed overzicht te hebben gegeven van de (mogelijke) wijzigingen in wet- en regelgeving die u de komend tijd te wachten staan. Door middel van onze nieuwsbrieven blijven wij u op de hoogte houden van de ontwikkelingen. Mocht u vragen hebben, neem dan gerust contact met ons op.

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