Module 3: One-day workshop "Illness and reintegration in the Netherlands"

How to Deal with your employees with sick leave?

As a manager you have to deal with sick leave of employees, sometimes with long-term outages. In the Netherlands, the Gatekeeper Improvement Act (Wet Verbetering Poortwachter) will result in a number of, mainly time-dependent, obligations that must be met to prevent any wage sanction from the government agency called UWV.

How do you deal with the flood of regulations, your role, tasks and challenges as a case manager in the supervision of the employee who has reported sick? And what contemporary approaches are there to prevent absence (due to physical or psychological causes)?


When reporting sick, the key is: what can the employee still do instead of what can’t he do?

In this workshop, we explore how to have a good conversation in equality about the mutual interests, needs and wishes with attention to the employee’s self-motivation and own responsibility.

As an included service, we offer each individual participant of any first of our workshops a one hour personal intake & advice (in person or online).


In this workshop we deal with:

  • Relevant Dutch legislation and regulations, force field and roles in the event of short and long-term absenteeism. Employers can conduct (forms of) “their own control” within a “customized scheme” or a “safety net scheme”. What do these legal models mean and what are their advantages and disadvantages?
  • UWV assessment framework, role of company doctor, case manager and prevention manager, in relation to the manager and the HR department
  • Creating problem analysis and Plan of Approach (‘Plan van Aanpak’), process management and guidance in the resuming of work by the employee. Consequences of the Labour Market Balance Act (WAB).
  • “Difficult situations”: how do you deal with employees who you feel “flee the disease” after a difficult performance or assessment interview, for example? How do you facilitate a faltering reintegration? What if someone refuses suitable work?
  • Effects of labour conflicts and how to resolve them with the least possible emphasis on the disability question. Prevent medicalisation of what is often (but not always) a non-medical problem and quickly arrive at (a conflict diagnosis) and an intervention plan, with the use of team-based interventions, for example.
  • Prevent absenteeism effectively: focus on the sustainable employability and life phase of the employee (eg informal care) and work-life balance, recognize signs of work stress and the characteristics of burnout.
  • Working conditions: rules for RI&E, home and telecommuting places, protective equipment and disease prevention; setting up a vitality policy at all levels (for the individual, the team and the organization). Sustainable Employability Policy: what does it consist of and how do you develop it, with which stakeholders?

Benefits from the programme

After completing this course with a maximum of eight participants, in which we also work with your own cases, you have up-to-date knowledge of Dutch employment law and HR instruments in the event of illness and reintegration of employees.

You develop skills in keeping absenteeism – and advice interviews and you will be provided with tools for the concrete solution for the cases you brought in during the workshops. We also look at preventing and medicalizing absenteeism and promoting the sustainable employability of the employee.

A certificate of achievement is provided.

Workshop location

The workshops are held from 10 a.m. to 5 p.m. in Villa Mollerus (Mollerusstraat 1) in Baarn, 10 m. walk from Baarn train station, circa 30 min. from Amsterdam and Utrecht. They always include an extensive lunch, in the same building.

‘On location’ workshops are hybrid, i.e. they allow for online participation as well, which works well given the fact that we work in small groups (maximum number of 8 participants). The prices for the on-site and online workshops are the same.


This one-day workshop is one of seven modules of the Learning path Dutch labour law and HRM for contemporary management. We also offer this workshop as an in-company or as a one-on-one session, customized to the needs of your organization and yourself. 

Dates in 2023/2024

Your investment

€ 795 excluding VAT, payable in advance and including one hour personal intake & advice, reading materials, lunch/tea/coffee.

Change of prices for modules that will take place after January 1, 2024:

Prices of the overall program and in-company workshops will remain the same.

Prices of individual modules will be € 997   ex VAT – with a 10 % discount after purchase of the fourth module.

If your branch, professional or network organization has a cooperation agreement with us, a discount may apply. Indicate this under remarks during registration, stating the organization.


We provide a ‘Certificate of Achievement’.


The course was extremely useful – I feel a lot more informed and confident to purse matters in the workplace. I like the approach – not ‘death by powerpoint’! Was never boring. About the trainer: 10/10, very easy to listen to, engaging and relaxed. I like the inclusion of group experience and advice too.

Janine Smith


Really useful course for my work. I work in HR in the Netherlands for a mid-large size company. It really showed me areas we aren’t doing things correctly, and where we can improve.

Jeanie Edwards

Backbase B.V.

I appreciated that the trainer could share his rich experience in Dutch employment law and that we could discuss specific practical examples in a small group of participants.

Kerstin Herzog

Brunswick EMEA

Content was well paced and all suitable for application in an HR setting. Arthur was a very good trainer in that he not only explained what the law states but he also gave some very good examples that were easy to grasp and see how the law is applied. (10/10 via Springest)

Tessa Marie van Avendonk

Corinthia Hotel, HR Manager

It was an amazing training day filled with essential Dutch employment topics and we were able to address personal workplace scenarios to help us navigate our policies/new approaches right away. Arthur was a great with many insights. I would highly recommend! facilitator with many insights. I would highly recommend! (10/10 via Springest)

Cassandra Rodenhurst

SilverFlow, HR Manager

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