UWV expert opinion: question, evidence and next steps

Which issues can UWV assess?

UWV lists disputes about being able to perform all your own work, the suitability of work offered or proposed, and sufficient reintegration efforts, among others. Frequent sickness absence can also be a separate question. Choose the category matching the actual obstacle. If your employer agrees with the physician about your limitations but disagrees about another job, that differs from asking whether you have fully recovered. If unsure, seek clarification before submitting incorrect or incomplete documents.

Keep the assessment question narrow and specific

Describe what each party wants, where they disagree and when the problem began. Add a short timeline. Avoid relying only on general statements such as “my employer never cooperates”. Identify, for example, the tasks offered, the missing adjustment and the occupational physician advice that applies. If you need opinions on several situations, check the separate application requirements. One opinion on suitable work does not automatically answer every question about pay, conduct or efforts during another period.

Which documents do you need?

The necessary documents depend on the question. Examples include the problem analysis, action plan, evaluations, occupational physician advice, occupational assessment and a job or task description. Request specific missing documents from the employer or occupational health service. Do not submit a large miscellaneous archive while omitting the essential task description. Identify the version and date of documents subsequently amended. This lets UWV see the information available when the parties made the disputed decision, rather than only the situation after the dispute arose.

Protect medical information and read the submission instructions

Employee and employer receive copies of the application and opinion and relevant information submitted, with protection for health information in relation to the employer. Send medical documents through the designated UWV route, following current instructions. Do not attach them for convenience to an ordinary appendix also shared with HR. Check filenames and contents before sending. In your own timeline, you can reference medical advice without copying the entire diagnosis. Keep a list of your submissions and confirmation of receipt. For this assessment, UWV asks for health information by post in a separate envelope marked “medisch geheim”. Include your BSN and the relevant form-question number on the document and check the current postal address on the application page; this differs from ordinary digital attachments.

Costs, waiting times and exceptions

UWV lists a €100 fee for employees and usually €400 for employers, with exceptions for certain dismissal-related applications. Check the amount when actually applying. On the page consulted, UWV reports longer waits because of high demand and assesses whether priority or other help is possible. Do not assume a guaranteed opinion within a few weeks. An expert opinion is also unavailable in some situations, for example certain periods after employment ends or where UWV is already making the relevant assessment under another scheme.

What should you do while waiting?

Ask in writing which tasks, meetings and arrangements apply meanwhile. Specifically explain what you can do and why you dispute a particular part. Applying does not mean you can stop all reintegration or that a pay stoppage is automatically lifted. An urgent pay dispute may require legal assessment alongside the UWV route. Keep new evidence during the wait. If circumstances change substantially, ask how this should be addressed in the pending application.

The opinion is advisory but may carry weight

There is no ordinary objection procedure against an expert opinion as though it were a benefit decision. However, the advice may be considered in a later assessment of the reintegration report and in court proceedings. Read the question, facts used and conclusion carefully. Discuss changes to the work plan and remaining uncertainties. A finding that a task is suitable does not automatically answer every pay question concerning previous months. Ensure any legal next step matches the period and grounds actually assessed.

Example: suitable work without a task description

Your employer describes administrative work as suitable, while you say its concentration demands are too high. Ask for specific tasks, time pressure, hours and available support. Compare that description with current occupational physician advice and formulate the application accordingly. “Administration” alone is too broad a job label to compare demands properly. After the opinion, record the adjusted proposal. The application then becomes a step towards workable duties rather than a stand-alone letter leaving the original practical problem unchanged.

Practical checklist

• Identify one specific assessment question and period.
• Collect the appropriate medical and occupational documents for each question.
• Follow the separate instructions for medical information.
• Agree arrangements for the waiting period and assess next steps after receipt.