The short answer
Incapacity for work is not synonymous with invalidity. IV/AI, UVG/LAA and BVG/LPP examine their respective criteria and coordinate their benefits: these are not three full pensions to be added together. Organise notifications early and identify, in particular, the BVG/LPP affiliation at the time of the incapacity that may give rise to invalidity.
1. Separate current absence from longer-term assessment
A certificate documents incapacity at a given date; it does not enable the employer to calculate future invalidity. Rehabilitation is an essential aspect to examine with the competent organisations. Each insurer's decisions must be read in light of what they address.
In HR records, use separate columns for certified periods, notifications, documents awaited and decisions received. This separation avoids presenting a hypothetical pension as established income. Medical exchanges remain restricted to authorised persons.
2. Examine IV/AI procedures early enough
IV/AI early detection can be considered without waiting for daily allowance benefits to run out. The person is informed before an early detection notification is submitted; this notification is not an application for benefits. Information leaflet 4.12 helps distinguish these procedures.
Designate who makes contact, who checks the administrative documents and who follows up the response. Record whether a step has merely been considered, actually submitted or confirmed. The company also prepares questions about work organisation for discussion, without offering its own medical assessment.
3. Identify the relevant pension provision
BVG/LPP affiliation at the time of the incapacity that gives rise to invalidity is a key point to examine. Gather employment dates, changes of pension institution and the relevant regulations. Do not choose the responsible pension fund solely on the basis of the latest pension certificate.
Ask early which notifications are required and whether a waiver of premiums should be examined under the regulations. Retain the replies and claim references. When the employer or pension fund changes, make transitional periods visible rather than assuming they have no consequences.
4. Read decisions together rather than adding up figures
An IV/AI decision, a UVG/LAA decision and a pension institution's response may concern different periods or questions. Have their interactions, outstanding matters and any adjustments clarified. Coordination means that a budget cannot be built on three benefits assumed to be payable in full.
For the company's follow-up, reconcile decisions, statements and payroll for the same periods. List discrepancies requiring explanation and request written replies from the organisations concerned. Inform the person of the actual administrative status of the file; an improvised pension estimate would create expectations without a reliable basis.
Frequently asked questions
Does a long absence already imply invalidity?
No. Current incapacity and invalidity involve different assessments. Organise the procedures and rehabilitation without anticipating a decision.
Should you wait until daily allowance benefits end before contacting IV/AI?
Not to examine useful procedures. Early detection and an application for benefits are distinct; clarify with the competent organisation which is appropriate.
Is the latest pension fund necessarily responsible?
No. Examine, in particular, affiliation at the time of the incapacity that gives rise to invalidity, the chronology and the regulations. Have responsibility confirmed rather than inferring it from the latest document received.