absenteeism
absenteeism every organization and its impact and costs are often underestimated. As an employer, you are faced with continued payment of wages, legal obligations, and complex rules surrounding reintegration. At De Arbodienst , weabsenteeism viewabsenteeism as an isolated problem, but as a sign that there is more at play in the relationship between people and work. In many cases, absenteeism not purely medical in nature; that is why we prefer to refer to it as work absence. Factors such as organizational culture, leadership, work pressure, and personal balance play a major role in this. By absenteeism from a legislative and people-oriented perspective, we help organizations not only to meet their obligations, but above all to work structurally on sustainable employability a resilient organization.
addressing absenteeism sustainably
A good absenteeism policy pays off. With a clear strategy and personal guidance, we ensure that your organization not only reduces absenteeism, but actually thrives.
Our services are designed to structurally reduce absenteeism rates and permanently strengthen your absenteeism management.
Legal obligations regarding absenteeism
As an employer in the Netherlands, you have absenteeism legal obligations in the event of absenteeism . First of all, you are obliged to continue paying the wages of absent employees for a maximum of two years, with at least 70% of the wages being paid, unless the collective labor agreement or employment contract stipulates higher percentages. In addition, the Gatekeeper Improvement Act stipulates that you must actively work on reintegration together with the employee and the (company) doctor or occupational health and safety service, with established steps such as a problem analysis, action plan, and regular evaluations. You must also ensure a safe and healthy working environment and have an up-to-date RI&E (Risk Inventory & Evaluation). For an overview of the rights and obligations of employees and employers under the Working Conditions Act and related regulations, please visit the Arboportaal (Health and Safety Portal) of the Ministry of Social Affairs and Employment.
Our view on absenteeism
At De Arbodienst , we absenteeism De Arbodienst absenteeism as a purely medical problem, but as a sign that something in the working relationship, organizational culture, or personal balance is not optimal. That is why we prefer to refer to it as work absence, because a large part of the absenteeism is not only due to physical complaints, but is also related to work experience, work-life balance, and interpersonal relationships. The core of our vision is that sustainable employability by investing in a vital organizational culture, good leadership, and ownership among employees and managers. We help organizations not only absenteeism , but also to understand and address the underlying causes, so that absenteeism is absenteeism reduced and employees are and remain happy and energetic at work.
Our absence management services
We believe that healthy and sustainable working starts with proactive absenteeism management; that is why we offer a complete package of services to safeguard the health of your employees and reduce your absenteeism costs. Discover below how our expert approach supports you in complying with the Dutch Gatekeeper Improvement Act and keeping your organization healthy.
Frequently asked questions about absenteeism the occupational health and safety service
Yes, in the Netherlands, virtually all employers are required to properly organize occupational health and safety services. The Working Conditions Act stipulates that organizations must have expert support in the areas of absenteeism, reintegration, and prevention. This can be provided by a certified occupational health and safety service or through a customized arrangement. With an occupational health and safety service, you comply with the legal requirements regarding absenteeism management the deployment of a (company) doctor.
An occupational health and safety service supports organizations in managing and supervising absenteeism employability. The services focus on, among other things:
- Guidance on sick leave reporting and absence management processes
- Deployment and coordination of the company doctor
- Advice on reintegration and the Gatekeeper Improvement Act
- Support for long-term or complex absenteeism
- Preventive advice on working conditions and sustainable employability
This is how an occupational health and safety service helps organizations to absenteeism and keep employees healthy and employable.
The company doctor a medical expert who assesses the relationship between health and work. The company doctor advice on work capacity, possibilities for returning to work, and reintegration.
The occupational health and safety service organizes and monitors the entire absence process. They are responsible for:
- Timely deployment of the company doctor
- Legal guidance in accordance with the Gatekeeper Improvement Act
- Coordination between employer and employee
- Support with prevention absenteeism policy
The company doctor therefore an essential part of the occupational health and safety service, but not the only role.
An occupational health and safety service is called in as soon as an employee reports sick. The law requires that absenteeism company doctor be company doctor no later than the sixth week of absenteeism .
In practice, many organizations choose to involve the occupational health and safety service immediately from the first day of illness. This ensures a careful absenteeism process, timely guidance, and compliance with all legal obligations.
As an employer, you are not allowed to determine whether an employee is ill. However, you are allowed to ask questions about the expected duration of the absenteeism about possibilities for performing adapted work. Any doubts about the employee's ability to work or absenteeism always assessed by the (company) doctor. This ensures that the absenteeism process remains objective and that the employee's privacy is guaranteed.
absenteeism often absenteeism considerable costs. Think of continued payment of wages, loss of productivity, replacement costs, and extra supervision. absenteeism can have absenteeism major impact on continuity and results at both SMEs and large employers. Read the blog about absenteeism costs here, for example.
