absenteeism is often a challenge in itself for organizations. Especially when it comes to international organizations with many employees from abroad. After all, the Netherlands is one of the few countries with a fairly complex absenteeism system. It is important that all parties involved are well aware of the Dutch laws and regulations in the field of absenteeism. However, this is not always obvious and requires extra attention from you as an employer. If those involved know where their responsibilities lie, this prevents misunderstandings throughout the absenteeism process. As an employer, how do you deal with expats who have to get used to Dutch legislation and how do you ensure that the absenteeism process runs smoothly?
Good provision of information from day one
Good guidance starts with a good foundation. At the start of their employment, already during onboarding, make sure that expatriates are properly included in the absenteeism system in the Netherlands. It can also be practical to include some key issues in your absence protocol. That way the information is always accessible to all your employees.
When an expat enters absenteeism , it is important to pay appropriate attention to this. Realize that this need not be a "standard" absenteeism. They are often employees who need to get used to a different culture. Moreover, they do not always have an optimal work-life balance. Providing clear information before absenteeism actually occurs prevents many questions and misunderstandings when absenteeism occurs.
Customization during absenteeism
As with any absenteeism, customization remains an important factor. Try to distinguish what the employee needs during absenteeism; is it an explanation of the process, or is it more about stimulating (transparent) communication between the employees? Plan regular contact moments to adjust where and when necessary and prevent expats from 'swimming' unnecessarily.
Always let care take precedence
You may also lose each other figuratively speaking due to certain cultural differences during the process. In any case, as an employer, make sure that you always act and speak from your duty of care and desire to facilitate each employee to the best of your ability. That attitude will be felt by the other party and increases the likelihood of a smooth absenteeism and reintegration process.
Involve the Labor & Health Advisor
Of course, always involve a Labor & Health Advisor at times when you could use overarching advice when assisting expatriates. Our colleagues will gladly think with you about absenteeism policy within your international organization. Want to know more? Feel free to contact us.
