NederlandsReality or gone completely mad?
On average, adults spend nearly 9 hours a day sitting. 25% of the Dutch smoke, one in six employees has sleeping problems. Obesity has now become a social problem. The amount of salt we consume is well above the recommended amount and several glasses of wine a day is no longer an exception. It is often said; that is the responsibility of the employees. This is outside the employer's sphere of influence. But is that really so? To what extent can you, as an employer, condemn the lifestyle of employees?
In my position as Flex Advisor, reducing absenteeism is one of my most important tasks. Logical because absenteeism is a huge cost item within organizations. In Nederland , employers are legally obliged to continue to pay at least 70% of the salary for 2 years. In addition to the obligation to continue to pay wages, absenteeism also results in capacity problems, loss of knowledge and quality. To reduce absenteeism, knowledge is needed about the factors that influence this. Too often the focus is on work-related factors. We live in a society where an unhealthy lifestyle has become 'normal'. But this often results in absenteeism. In addition, the Constitution and European Treaties stipulate that people have the right to respect for their privacy. The Subdistrict Court, on the other hand, has decided that the employer may impose requirements on the employees. Below are some tips that you can use as an employer to encourage employees to adopt a healthier lifestyle:
- Use as many preventive incentives as possible. This includes healthy products in the canteen, healthy treats, organizing and sponsoring sports activities, mapping out lunch walking routes and rewarding the use of the bicycle when commuting.
- Include the topic of 'lifestyle' in the assessment cycle. This gives you the opportunity to make formal agreements and then to be able to impose sanctions if these are not met.
- Pay attention to the results of relevant studies. Een few months ago, for example, a study by the AMC was published which shows that taking a cold shower results in 29% less absenteeism due to illness.
I believe that organizations should get involved in the lifestyle of employees. Especially if an unhealthy lifestyle affects work performance. The above measures are easy to implement and encourage a healthier lifestyle. The scope of the measures you choose remains limited by the Fundamental Rights. It is therefore sensible to include the measures, including the interpretation of good employer and employee status, in company regulations. The above measures will have to go hand in hand with a change in the culture of an organisation. The management has an important task in propagating the vision and creating support for it.
How do you think about this? Do you have a good (healthy) tip? We'd love to hear it! This was my last blog for Actief Werkt! , but my colleagues would like to tell you more. Interested or want to talk more? We are happy to drink a cup of coffee (without sugar) with you!
Tessy Derks is Flex Advisor at Actief Werkt! . In her position she is responsible for co-developing and 
translating the HR policy with regard to flex colleagues. In addition, she acts as a source of information and sparring partner for the operation, with the aim of achieving an optimal transfer of knowledge of the temporary employment legislation/HR issues.