Our belief

With our unique perspective on vitality, absenteeism and working conditions, we support organizations in creating a vital and future-proof organizational culture, preventing absenteeism as much as possible.

We speak of absenteeism from work

Did you know that about 80% of absent employees are not necessarily disabled due to a medical cause? Even among the employees that De Arbodienst talks to, we find that there are often very different reasons behind calling in sick. The atmosphere at work, work relations, the relationship between work and private life... These are important factors for employees to call in sick or not. That is why we speak of absence from work, rather than absenteeism.

Organizational culture determines absenteeism

Employers are often unaware of how great an influence their own organizational culture has on employee enjoyment and health, and thus on overall absenteeism. Employees, in turn, often do not know that they themselves are largely responsible for their own absenteeism and recovery. De Arbodienst helps organizations understand the role their own organizational culture plays in employee absenteeism and productivity.

Distinction between 'being sick' and 'feeling sick'

We do this first by distinguishing between employees who are sick due to a medical cause and those who feel sick due to another cause. The approach to absenteeism due to these two causes differs.

When you are sick or have a medical complaint, you need to recover. That's obvious. Our professionals will work with your employee to determine to what extent the complaint affects work and what adjustments need to be made (temporarily) to return.

Feeling sick without medical cause

But as a manager, how do you deal with absentee employees whose background is not medical? Then it does not make sense to look for recovery in the medical corner. Together with the manager, we gradually and proactively guide the employee to recovery by discussing work. This is because we believe that work is healthy and contributes to the recovery and vitality of employees. The supervisor plays a central role in this process.

Absence management as influencing attitude and behavior

We help organizations view absence management as "influencing attitudes and behaviors," rather than "making them better. So we actively engage not only with the absentee employee, but also with the manager: we support the manager to prevent employees from absenteeism.

We see ongoing support in absenteeism management primarily as a process in which you and your supervisors become increasingly in control of your own absence management. We help employees take control of their own lives and choices.

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Want to learn more about our approach and how we put our vision into practice?