Preventieverzuim tips

As an employer, you have more options for preventing absenteeism than you might think.

Tips for your conversation with an employee requesting leave to be absent:

1. Show interest and concern for the absent employee: be sure to tell him/her that you feel sorry for him/her.
2. Ask in an open manner what is going on,
   let the employee talk first, then ask further questions.
3. Ask if there’s a cause and what it might be: problems at home (possibly offering care leave; see the link below for more information) and/or problems at work: weight, workload, colleagues, yourself. (The employee isn’t obligated to tell you exactly what the health complaint is, but they often will if it’s familiar).
4. Ask for an estimate of how long it will take and fill this in when reporting sick.
5. Ask if the employee has already been to the doctor.
6. Ask where the employee will be staying during illness and at what telephone number and address he/she can be reached.
7. Ask what you are doing to get better (doctor, etc.).
8. Ask what you can still do with us (adapted work must also be accepted by the employee if this is possible), or with another employer if it will take a long time.
9. Be prepared to help solve any problems and indicate this.
10. Discuss what needs to be arranged at work as a result of the absence notification. Should any work be transferred?
11. Make clear agreements about further contact: agree on when you will speak to each other again and who will take the initiative.
12. Please also indicate if you would like to be contacted by the Absenteeism Coach and why you would like this, without being judgmental.
13. Wish the employee a speedy recovery.
14. Record what has been discussed and agreed in the absence management system and immediately plan a follow-up step.

Note:
Never accept a notification as an absence notification if you believe there is a conflict, even if the employee is not actually ill. Indicate (preferably in advance, if you suspect it is coming) that you will not accept any leave for the time being until a doctor has issued a ruling or there is a medical reason for the absence. If you or we cannot persuade the employee to return to work, you can consider granting a few days of special leave to prevent the conflict from escalating and to await the ruling, a so-called “cooling-off period.” In such a case, it may be advisable to request an emergency consultation with the occupational health physician (a surcharge applies).

In case of absence due to pregnancy, report this to the UWV in order to obtain a safety net benefit.

See also the leave guide .