Wajongers and the regulations

A Wajonger does not sit at home with a minimum benefit, but is committed to society, with an attractive financial advantage compared to benefits. Employers used to have a tendency to look at what they cannot do for applicants with a disability . But it is of course much more about what someone can do.

Willingness of employers

Employers are encouraged by schemes to hire Wajongers, who can therefore find a nice job that they can handle well. It also quickly earns the Wajonger a few hundred euros more per month, compared to sitting at home on benefits. Government policy is aimed at: If you can, you participate . Employers must of course feel socially involved and sometimes workplaces have to be adapted. It is also necessary that colleagues are prepared to accept a Wajonger in their midst.

Step-by-step plan for the Wajonger with benefits

Wajongers are monitored intermittently from the age of 18 and are re-examined at the latest at the age of 27. After all, someone who has ended up under the Wajong Act with a problem may have learned over the years to deal with it well and to function normally in society. New insights are based on support for work by linking a Wajonger to a coach. A personal step-by-step plan is drawn up together with that coach. In this step-by-step plan, agreements are made about a learning plan and a work plan. The rights and obligations of the Wajonger are also included in the plan.

Schemes for the employer

The schemes that an employer who employs someone with a disability can make use of are:

  • Premium discounts on the WW and the WIA.
  • In the event of illness, the employer does not have to pay a large part of the wage costs himself.
  • During the trial placement, the employer does not have to pay payroll tax.
  • The employer can receive a subsidy on aids and adjustments to the workplace.
  • Wage cost subsidy for a certain period.
  • Pay less wages for lower performance than other employees.
  • The Wajonger is supervised (free of charge for the employer) by a job coach.

Problems surrounding Wajongers

Employers sometimes dread the administrative burden, such as when applying for special facilities. They have to go to different counters and follow various procedures. This problem also exists for Wajongers themselves. Another problem is that the number of Wajongers has increased drastically since the introduction of the schemes. With the introduction of the WWB (Work and Social Assistance Act), it is financially beneficial for municipalities to allow social assistance recipients to leave. A large proportion of young disabled people have therefore moved on to the Wajong, which has resulted in a sharp increase in the number of Wajongers. But municipalities should strive to get people on welfare to work and not to transfer them to another benefit. A second cause for the increase is the new diagnosis for conditions such as autism and the like. Companies and organizations are increasingly demanding communication skills and flexibility. These are precisely two aspects that are lacking in autistic people, making getting this group started a major problem. Arrangements are also often very complicated, such as the wage dispensation. This dispensation is arranged by the benefits agency UWV, which supplements the lower wage up to the minimum wage.

Wajong and information

The CNV publishes a magazine especially for Wajongers, employers and professionals. This Wajong magazine contains many practical stories and information about the Wajong benefit. The magazine is available free of charge. The FNV has developed a special range with tips for employers, managers and colleagues. The tips are intended to create more understanding for Wajongers in the workplace and to better support them. The tips are certainly also intended to prevent dropout among young people. The Wajong Waaier is part of the information package that the employer receives when he hires a Wajonger.

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  • Start-up grant for job-seeking young people