Marka loo-shaqeeyahaagu uu rabo soo afjaro shaqadaada Nederland, waxay leeyihiin laba ikhtiyaar oo waaweyn: iyagoo ku siinaya heshiiska dejinta (vaststellingsovereenkomst or VSO) or applying for dismissal through the UWV (Employee Insurance Agency).Each route has distinct legal procedures, financial outcomes, and rights for you as an employee.A settlement agreement allows you to negotiate better terms and additional compensation, whilst a UWV dismissal provides an objective assessment but limited room for negotiation.Understanding which option your employer chooses affects your transition payment, unemployment benefits, and ability to secure extras like outplacement support or training budgets.This article breaks down the key differences between these dismissal routes and explains how each process works.You’ll learn what to expect in terms of compensation and how to protect your interests.
Farqiga Muhiimka ah ee u dhexeeya Heshiiska Dejinta iyo Ka-noqoshada UWV
A settlement agreement allows you and your employer to agree on termination terms together.A UWV dismissal requires official permission from the Dutch Employee Insurance Agency.The main differences lie in how much control you have over the process and what you can negotiate.
Ogolaanshaha Wadajirka ah iyo Habka Rasmiga ah
A settlement agreement (vaststellingsovereenkomst or VSO) is a voluntary arrangement between you and your employer.You both must agree to the terms before signing.If you refuse to sign, your employer cannot force you to accept it.The UWV procedure is a formal dismissal process.Your employer submits a request to the UWV, which then decides whether the dismissal is justified.You have less direct control in this process because the decision rests with the UWV rather than through negotiation.With a VSO, you can walk away from discussions if you don’t like the offer.Your employer might then start a UWV procedure instead.In a UWV dismissal, you can only object through official channels, and the UWV makes the final decision based on legal grounds.
Saldhigyada Shaqada ee Khuseeya
The UWV only accepts specific reasons for dismissal.These include business economic reasons like reorganisation or cost savings, and long-term occupational disability when you’ve been sick for more than two years.Other grounds require different procedures.A settlement agreement can be used for almost any reason.Your employer might offer a VSO during a reorganisation, poor performance discussions, or simply when the working relationship isn’t working.The VSO doesn’t need to meet the strict legal grounds required by the UWV.Statistics show that 85% of employers use settlement agreements for economic dismissals because the process is faster than court procedures.This flexibility makes VSOs more common in practice than UWV dismissals.
Gorgortanka iyo Dabacsanaanta Shuruudaha
Ka-noqoshada UWV waxay ku siinaysaa sharci sharci ah bixinta kala guurka only.Extra compensation, training budgets, or outplacement support are rarely part of a UWV decision.A settlement agreement lets you negotiate for better terms.You can ask for extra monthly salaries, a longer muddo Ogeysiis with paid leave, removal of non-compete clauses, or career coaching.Your employer might agree to avoid the time and uncertainty of a UWV procedure.The terms you negotiate must be written clearly in your termination agreement.This includes your leaving date, bixinta kama dambaysta ah amounts, and any special arrangements.Make sure your unemployment benefit (WW) rights are protected in the agreement’s wording.
Heshiiska dejinta (vaststellingsovereenkomst ama VSO) wuxuu bixiyaa a habaysan si aad u soo afjarto heshiiska shaqada through mutual consent.This approach protects your right to unemployment benefit whilst offering room to negotiate severance pay, garden leave, and other benefits beyond the basic statutory requirements.
Sida Heshiiska Dejinta u Shaqeeyo
Your employer initiates the process by proposing a settlement agreement when they want to terminate your employment contract.This is a voluntary arrangement, meaning you are not obligated to accept the offer.If you refuse, your employer may choose to pursue a formal dismissal through the UWV or court instead.The marxaladda gorgortanka allows you to discuss and adjust the terms of your departure.You can propose changes to the severance pay, request an extended notice period, or ask for additional benefits like a training budget or outplacement support.Both parties must agree to all terms before signing.Once you reach an agreement, both you and your employer sign the termination agreement.The document becomes legally binding after the cooling-off period expires.This creates certainty about your termination date and the compensation you will receive.
Qodobbada Muhiimka ah iyo Shuruudaha Sharciga
Your settlement agreement must clearly state that your employer initiated the dismissal and explain the reason.This documentation is crucial for maintaining your right to unemployment benefit.The agreement should specify your final working day and whether you will work through your notice period or take garden leave.Key financial terms include the transition payment (transitievergoeding), any additional severance pay, and payment for unused vacation days.The agreement should detail payment dates and amounts.You may also negotiate coverage of legal fees incurred when seeking talo sharci about the VSO.Common clauses address confidentiality, non-competition restrictions, and references.A non-competition clause may limit where you can work after leaving.You can negotiate to remove or reduce such restrictions in exchange for accepting other terms.The agreement should also confirm how your pension rights and other benefits are handled.
Xuquuqda iyo Ilaalinta Shaqaalaha
You retain your right to unemployment benefit when the VSO is drafted correctly and shows the employer initiated the termination.The statutory transition payment remains your legal entitlement based on your salary and years of service.Many employees negotiate for magdhow dheeraad ah beyond this minimum amount.You can request various benefits during negotiations:
Fasaxa beerta inta lagu jiro muddada ogeysiiskaaga
Miisaaniyadda tababarka horumarinta shaqada
Adeegyada meelaynta dibadda si aad shaqo cusub u hesho
Ka saarista ama hagaajinta qodobbada aan tartanka ahayn
Heshiisku waa inuu waafaqsanaadaa shaqada Nederland sharciga requirements.Seeking legal advice helps ensure the VSO protects your interests and meets all legal standards.An employment lawyer can identify unfavourable terms and negotiate better conditions on your behalf.
Muddada Qaboojinta iyo Cawaaqibta Sharciga
Dutch law provides a 14-day cooling-off period after you sign a settlement agreement.During this time, you can withdraw from the agreement without providing a reason or facing penalties.This protection gives you time to reconsider the terms or seek legal advice if you haven’t already done so.The cooling-off period begins immediately after both parties sign the VSO.You must notify your employer in writing if you wish to cancel during these 14 days.After this period expires, the agreement becomes binding and you cannot withdraw.Breaking the agreement after the cooling-off period ends can result in legal action and financial penalties.Your employer could claim damages if you violate terms like confidentiality or non-competition clauses.Similarly, your employer must honour all commitments in the VSO, including severance payments and the agreed termination date.
Dulmar Tallaabo-Tallaabo ah oo ku saabsan Nidaamka UWV
Your employer must submit a formal dismissal request to the UWV before they can end your contract.The UWV then reviews whether the dismissal meets legal requirements.The process starts when your employer files an application explaining why they want to dismiss you.You receive notice about the request and can respond with your own arguments or concerns.The UWV examines the facts and checks if your employer followed proper procedures.They look at whether alternatives to dismissal were considered and if the reason is valid under Dutch dismissal law.If approved, the UWV grants a ogolaanshaha eryidda.Your contract ends on the date specified in the permit.The whole process typically takes 4 to 8 weeks from application to decision.You have limited room to negotiate during this procedure.The UWV focuses on whether the dismissal is lawful, not on additional compensation beyond what the law requires.
Sababaha Sharciga ah ee Shaqada looga eryay UWV
The UWV only handles dismissals for two main reasons.You can only be dismissed through this route if one of these grounds applies.Sababaha dhaqaale ee ganacsiga include redundancy due to reorganisation, company closure, or cost-cutting measures.Your employer must prove the economic need is genuine and that your position is redundant.Xanuun waqti dheer ah qualifies after you’ve been unable to work for more than two years.Your employer must show they cannot provide suitable alternative work and have met their reintegration obligations.The UWV will reject applications that don’t fit these categories.Poor performance, conflicts, or other personal reasons require a different dismissal route through the courts.Your employer must follow specific rules for each ground.For redundancy, they need to apply a fair selection process if multiple employees do similar work.
Waxaad xaq u leedahay Lacag-bixinta kala-guurka ee sharciga ah when dismissed via the UWV.This payment compensates for job loss and the amount depends on your salary and years of service.Your WW (unemployment benefits) rights remain protected.You can claim these benefits if you meet the standard conditions, as UWV dismissal counts as involuntary job loss.Your employer must respect the muddada ogeysiiska sharciga ah during the dismissal process.You continue working and receiving salary until your contract officially ends.The employer cannot dismiss you whilst you’re ill, pregnant, or during parental leave without UWV permission.These protections still apply during the procedure.You keep your right to challenge the dismissal if you believe the UWV made an error.However, appeals are only possible on procedural grounds.
Faa'iidooyinka iyo Qasaarooyinka Isbarbardhigga
A settlement agreement offers flexibility and negotiation opportunities, whilst the UWV route provides independent oversight and guaranteed statutory benefits.The choice between these paths affects your financial outcome, time commitment, and control over the terms of your departure.
Faa'iidooyinka Heshiiska Dejinta
Heshiiska heshiisku wuxuu ku siinayaa toos awoodda gorgortanka with your employer.You can secure additional compensation beyond the statutory transition payment, such as extra monthly salaries, training budgets, or career support services.The process typically moves faster than UWV procedures.You control the timeline and can request immediate release from work duties whilst still receiving pay.This flexibility allows you to start job hunting or training without delay.You can negotiate removal of restrictive clauses, such as non-compete agreements or confidentiality terms that might limit future employment.The agreement can include positive references and agreed statements about your departure.Your unemployment benefit eligibility remains intact when the agreement is properly drafted.However, poor wording can make you culpably unemployed, which blocks benefits.Legal advice ensures the document protects your rights.The negotiations happen privately between you and your employer.This avoids formal government involvement and keeps employment issues confidential.
Faa'iidooyinka Waddada Ka-saarista UWV
The UWV provides independent assessment of your employer’s dismissal grounds.They verify whether the reason meets legal standards for business economic circumstances or long-term illness situations.You automatically receive the statutory transition payment.The amount is calculated based on your salary and years of service, with no risk of receiving less than legally required.The process follows clear legal procedures that protect against unfair dismissal.Your employer cannot dismiss you without UWV approval, which provides security against arbitrary decisions.You retain full unemployment benefit rights without concerns about culpable unemployment.The UWV approval confirms you are not responsible for the job loss.The procedure costs you nothing directly.Your employer pays the application fees and administrative costs.
Khataraha iyo Khasaaraha Ikhtiyaar kastaa wuxuu soo bandhigayaa
Settlement agreements carry negotiation risks. Your employer may offer less severance pay than you deserve, and you might feel pressured to accept quickly.Without legal advice, you could sign away rights or include terms that make you culpably unemployed.The UWV route offers no room for negotiation beyond statutory minimums. You receive only the transition payment with no additional compensation, training budget, or extended notice periods.The process takes longer, often several weeks or months, delaying your departure.Both paths require careful documentation. Settlement agreements need precise wording to protect unemployment benefits.UWV procedures demand complete employment records and proper notice periods. Mistakes in either process can cost you thousands of euros in lost benefits or compensation.
Tixgelinno Gaar ah oo loogu talagalay Bukaannada, Dadka Dibadda ka soo jeeda, iyo Shaqaalaha Muhaajiriinta ah
Sharciga shaqada ee Nederland wuxuu bixiyaa ilaalin xooggan inta lagu jiro xanuunka. Shuruucdu si kala duwan ayay ugu shaqeeyaan shaqaalaha caalamiga ah ee u baahan inay tixgeliyaan ogolaanshiyaha joogitaankas and tax benefits.Settlement agreements and UWV dismissals can affect your right to stay in the Netherlands and receive benefits.
Shaqo ka eryid xilliga xanuunka ama naafanimada
Lama eryi karo labada sano ee ugu horreysa ee aad xanuunsan tahay Sharciga Nederland. This protection applies to both settlement agreements and UWV dismissal procedures.During illness, you receive at least 70 percent of your salary from your employer. If you sign a settlement agreement whilst ill, you lose your right to lacagta jirrada from the government.This means you will not have income support if you cannot work with a new employer. You should only consider a settlement agreement during illness if you expect to recover soon enough to find new work.If your illness will continue for a long time, keeping your current job protects your income for up to two years. The UWV can reject your sickness benefit claim if you sign a settlement agreement during illness.They consider this a harmful action that removes your right to benefits. Some employees have tried to cancel settlement agreements after learning about this consequence, but legal disputes can take time and money.
Saamaynta ay ku leedahay dadka ajaanibta ah iyo dadka xirfadda sare leh ee soogalootiga ah
Raadinta iyo Muhaajiriinta xirfadda sare leh waxay la kulmaan khataro dheeraad ah marka ay shaqada ka joojinayaan Nederland. ogolaanshiyaha joogitaanka depends on having a recognised sponsor, which is usually your employer.A settlement agreement ends your employment immediately or after an agreed notice period. This can include fasaxa beerta, where you receive pay but do not work.Once your employment officially ends, your xuquuqda degenaanshaha may be affected. The UWV dismissal process typically takes longer than a settlement agreement.This gives you more time to search for new employment whilst your residence permit remains valid. However, the process creates uncertainty about when your employment will end.International workers should check their visa conditions before signing any termination agreement. Some permits require you to notify immigration authorities within specific timeframes when employment ends.
Marka shaqadaadu dhammaato, waxaad leedahay muddada raadinta shaqada si aad u hesho shaqo cusub oo aad u ilaaliso shaqadaada ogolaanshiyaha joogitaanka. Highly skilled migrants get three months to find a new sponsor or leave the Netherlands.The 30% xukunka can continue if you find new employment within three months. However, you must meet the salary requirements with your new employer.If you remain unemployed beyond this period, you lose the tax benefit. A settlement agreement often includes severance pay and an agreed end date.You can negotiate garden leave to extend your time on the payroll, which keeps your residence permit valid longer. This gives you more security whilst searching for new work.Your access to unemployment benefits depends on how your employment ended. Settlement agreements may affect your right to benefits, which can create financial problems if you do not find work quickly.Muhaajir xirfad sare leh status does not guarantee unemployment benefits unless you meet specific conditions. Contact the Immigration and Naturalisation Service (IND) before signing any termination agreement.They can explain how the agreement affects your xuquuqda degenaanshaha iyo tallaabooyinka aad u baahan tahay inaad qaaddo si aad si sharci ah ugu joogto Nederland.
Helitaanka talo sharci waxay kaa caawineysaa inaad fahamto xuquuqdaada iyo inaad hesho shuruudo wanaagsan, ha ahaato inaad ka gorgortamayso heshiis dejin ama aad wajahayso shaqo ka eryid UWV ah. qareenka shaqada waxay ku hagi karaan qodobo adag, waxay ka gorgortami karaan magdhowga sare, waxayna hubin karaan inaadan waayin faa'iidooyinka muhiimka ah sida xuquuqda WW.
Muhiimadda Qareennada Shaqada
An employment lawyer provides essential support when your employer proposes dismissal. Legal advice is particularly important for settlement agreements because these documents contain complex clauses that can affect your future employment and income.Employment lawyers like GMW Lawyers specialise in Sharciga shaqada ee Nederland and understand how to navigate both UWV procedures and settlement negotiations. They can spot unfavourable terms, such as overly restrictive non-competition clauses or incorrectly drafted WW provisions.Without proper legal guidance, you might sign an agreement that seems fair but actually limits your rights. Dutch law requires specific language in settlement agreements to protect your unemployment benefits.An employment lawyer ensures the document meets these requirements. Legal fees are often worth the investment because lawyers typically negotiate significantly higher severance payments.Many employment lawyers work on a success fee basis, meaning they only charge if they improve your package. Some employers even agree to cover your legal costs as part of the settlement.
Heshiisyada heshiisku waxay bixiyaan fursad lagu gorgortamo marka laga reebo lacagta ku-meel-gaarka ah ee sharciga ah. Waxaad codsan kartaa mushahar bille ah oo dheeraad ah oo magdhow dheeraad ah, gaar ahaan haddii loo-shaqeeyahaagu aanu lahayn sabab shaqo ka eryid oo sax ah ama aanu haysan dukumentiyo taageeraya kiiskiisa.Qodobbada ugu muhiimsan ee gorgortanka waxaa ka mid ah:
Lacag bixin sare oo ka timid shaqo ka eryid (badanaa mushahar 2-6 bilood ah marka lagu daro lacagta kala-guurka)
Siideynta hore ee waajibaadka shaqada iyadoo lagu sii jiro mushaharka
Fasaxa beerta oo leh mushahar buuxa
Ka saarista ama yaraynta xayiraadaha qodobka aan tartanka ahayn
Warqad tixraac ah oo togan
Muddada haynta baabuurta shirkadda
Lahaanshaha taleefanka gacanta iyo laptop-ka
A non-competition clause can severely limit your job prospects. Negotiate to remove it entirely or reduce its duration and scope.Dutch law allows you to challenge unreasonable non-compete terms, giving you leverage in negotiations. Start negotiations high but remain realistic.Research typical severance packages in your industry and use this as justification for your requests.
Outplacement services help you find new employment through career coaching, CV writing, and job search support. These services typically cost €3,000-€10,000, making them a valuable negotiation point.Request a training budget to develop new skills or obtain certifications that improve your employability. Training budgets of €2,000-€5,000 are reasonable requests, particularly if you’ve worked for the company for several years.Ikhtiyaarada taageerada dheeraadka ah waxaa ka mid ah:
La-talin cilmi-nafsi oo loogu talagalay walbahaarka shaqada la xiriira
Employers often agree to these benefits because they’re tax-deductible business expenses. Frame your request around career development rather than simply asking for more money.This approach makes it easier for employers to justify the expenditure internally whilst giving you practical support for your next role.
Su'aalaha Badiya La Weydiiyo
Waa maxay faraqa ugu weyn ee u dhexeeya heshiiska dejinta iyo habraacyada shaqo ka eryidda UWV ee muuqaalka shaqada ee Nederland?
Heshiis dejineed waa shaqo joojin wadajir ah oo adiga iyo loo-shaqeeyahaagu aad ka wada xaajootaan shuruudaha bixitaankaaga. Waxaad ka wada hadli kartaan magdhowga, muddooyinka ogeysiiska, iyo shuruudo kale ka hor intaadan saxiixin.
Shaqo ka eryidda UWV waxay u baahan tahay loo-shaqeeyahaaga inuu codsi rasmi ah u gudbiyo Hay'adda Caymiska Shaqaalaha (UWV). UWV waxay dib u eegaysaa in sababta shaqo ka eryidda ay buuxinayso shuruudaha sharciga ah iyo in kale.
Habkani wuxuu si gaar ah u khuseeyaa sababaha dhaqaale ee ganacsiga ama jirada muddada dheer ee ka badan laba sano. UWV waxay go'aan madax-bannaan ka gaartaa iyadoo lagu saleynayo caddaynta uu bixiyo loo-shaqeeyahaagu.
Waxaad heleysaa lacagta ku-meel-gaarka ah ee sharciga ah laakiin ma gorgortan kartid faa'iidooyin dheeraad ah iyada oo loo marayo wadadan.
Waa maxay faa'iidooyinka heshiiska heshiisku ka bixiyo habka UWV ee joojinta qandaraasyada shaqada ee Nederland?
Heshiisyada dejinta waxay kuu oggolaanayaan inaad ka gorgortanto magdhowga ka baxsan lacagta kala-guurka ee sharciga ah. Waxaa laga yaabaa inaad hesho mushahar bille ah oo dheeraad ah, miisaaniyado tababar, ama ka saarista qodobbada xaddidan sida heshiisyada aan tartanka lahayn.
Waxaad gacanta ku haysaa shuruudaha joojinta halkii aad ka sugi lahayd go'aan dibadeed. Hawshu waxay caadi ahaan ka dhaqso badan tahay hababka UWV sababtoo ah uma baahna dib u eegis dawladeed.
Loo-shaqeeyayaal badan ayaa bixiya ka-dhaafitaan shaqo inta lagu jiro muddada ogeysiiskaaga iyadoo qayb ka ah heshiisyada dejinta. Waxaad sidoo kale ka gorgortami kartaa adeegyada meelaynta ama tixraacyada taageeraya guuritaankaaga xirfadeed ee xiga.
Xuquuqdaada WW (faa'iidada shaqo la'aanta) waxay ahaanaysaa mid aan la beddeli karin marka heshiiska heshiisku uu ku jiro luqad sax ah. Ilaalintani waxay ku siinaysaa badbaado dhaqaale inta aad shaqo cusub raadineyso.
Waa maxay cilladaha iman kara ee shaqaaluhu la kulmi karaan marka ay dooranayaan heshiis dejin marka loo eego habka shaqo ka eryidda UWV?
Waxaa laga yaabaa inaad la kulanto cadaadis ah inaad si dhakhso ah u aqbasho shuruudaha iyada oo aan dib u eegis sharci oo sax ah la samayn. Loo-shaqeeyayaasha qaarkood waxay dejiyaan waqtiyo cayiman oo xaddidan oo xaddidaya awooddaada aad si wax ku ool ah uga gorgortanto.
Heshiisyada heshiisku waa ikhtiyaari, taasoo la macno ah in loo-shaqeeyahaagu uu ku hanjabi karo in UWV laga eryo haddii aad diido dalabkooda. Tani waxay abuurtaa dhaqdhaqaaq awoodeed oo aan sinnayn inta lagu jiro wadahadallada.
Waxaad si aan ula kac ahayn ugu heshiin kartaa shuruudo yareeya xuquuqdaada sharciga ah ama magdhowgaaga. Haddii aadan haysan talo sharci, waxaa laga yaabaa inaadan aqoonsanayn qodobbada aan wanaagsanayn ee ku jira heshiiska.
Geedi socodka gorgortanku wuxuu noqon karaa mid walaac leh oo waqti badan qaata. Waa inaad qiimeyso arrimo badan inta aad la tacaaleyso saameynta shucuureed ee ka dhalan karta inaad shaqadaada waydo.
Sidee ayay doorashada u dhaxaysa heshiiska heshiisyada iyo shaqo ka eryidda UWV u saameyn kartaa u-qalmitaanka shaqaalaha ee gunnooyinka shaqo la'aanta ee Nederland?
Labada waddoba waxay caadi ahaan ilaaliyaan xuquuqdaada faa'iidooyinka WW haddii si sax ah loo habeeyey. Si kastaba ha ahaatee, heshiisyada dejinta waxay u baahan yihiin luqad gaar ah si loo ilaaliyo xuquuqdan.
Heshiiska heshiis ee aan si fiican loo diyaarin waxaa ku jiri kara shuruudo ay UWV u fasirato iscasilaad ikhtiyaari ah. Kala soociddani waxay keeni kartaa ganaax ku meel gaar ah oo WW ah.
Shaqo ka eryidda UWV waxay si toos ah u ilaalinaysaa u-qalmitaankaaga faa'iidada sababtoo ah shaqo ka eryidda waxaa bilaabay loo-shaqeeyaha. Ma la kulmi doontid khatar ah in laguu tixgeliyo inaad mas'uul ka tahay shaqo la'aanta.
Waa inaad buuxisaa shuruudaha caadiga ah ee UWV iyadoon loo eegin habka shaqo ka eryidda. Kuwaas waxaa ka mid ah taariikh shaqo oo ku filan iyo hab-dhaqan shaqo raadin firfircoon ka dib marka shaqada laga eryo.
Maxay yihiin tixgelinta sharciga ah ee ay tahay in loo-shaqeeyayaashu ay ka warqabaan marka ay go'aaminayaan heshiiska dejinta iyo bilaabista shaqo ka eryidda UWV?
Loo-shaqeeyayaashu waa inay haystaan sabab sax ah ka hor inta aysan u hoggaansamin shaqada ka eryidda UWV. Sababaha dhaqaale ee ganacsigu waxay u baahan yihiin caddayn muujinaysa baahida dhaqaale ama isbeddellada ururka.
Shaqo ka eryidda xanuunka muddada dheer waxay khuseysaa oo keliya laba sano oo xanuun ah ka dib. UWV waxay diiddaa codsiyada aan lahayn dukumentiyo sax ah ama aan buuxin heerarka sharciga.
Shaqaaluhu ma ka hor imaan karaa shuruudaha heshiiska heshiiska ama natiijada ka soo baxda shaqo ka eryidda UWV, maxayse yihiin saameynta tallaabooyinka noocaas ah?
Waad diidi kartaa inaad saxiixdo heshiis heshiis haddii aad u aragto shuruudaha mid aan la aqbali karin. Loo-shaqeeyahaagu markaas waa inuu kala doortaa hagaajinta dalabka ama raadinta shaqo ka eryidda UWV.
Marka aad saxiixdo heshiis, guud ahaan ma diidi kartid hadhow. Heshiisku wuxuu noqonayaa mid sharci ah haddii aadan caddayn karin khiyaano, qasab, ama khaladaad kale oo habraac ah oo halis ah.
Waad diidi kartaa codsiyada shaqo ka eryidda UWV inta lagu jiro habka dib u eegista. UWV waxay tixgelisaa diidmadaada marka ay go'aansanayso inay ansixiso codsiga loo-shaqeeyahaaga iyo in kale.
Haddii UWV ay ansixiso in la joojiyo shaqada oo aad diido, waxaad racfaan ka qaadan kartaa go'aanka iyada oo loo marayo maxkamadaha. Racfaanadu waxay u baahan yihiin sababo sharci oo sax ah waxayna badanaa ku lug leeyihiin habraacyo dheer.
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