First things first. As an employer you have a duty of care to your employees. Most companies feel this duty very acutely; however, it is not easy to put it into practice. Here are 10 tips on making the absenteeism interview proceed more smoothly and bolster your confidence to have them as an HR professional. Feel free to send this blogpost to any team-leads that would benefit from these tips! 

1. Show Empathy and Support:

Recognise that employees on long-term sick leave may be dealing with physical or mental health issues. Show empathy and offer your support. It’s essential to create a positive and compassionate work environment. 

2. Respect Privacy:

Dutch labor law mandates a high level of privacy for employees, including those on sick leave. Do not pry into the employee’s medical condition or request excessive personal information. Focus on what is necessary for managing their absence and return to work. 

3. Provide Clear Communication:

Maintain open lines of communication, but respect the employee’s need for space. Keep them informed about relevant company policies, procedures, and their rights under Dutch labor law. Ensure they have access to information about their benefits, such as sick pay and the company’s reintegration plan. 

4. Contact During Absence:

Regularly contact the employee during their absence to express your concern and inquire about their well-being. Ask if there are any accommodations or assistance they might require. Be sure to document these conversations. 

5. Involve Occupational Health Services:

In the Netherlands, engaging occupational health services is often a requirement when an employee is on long-term sick leave. These professionals can assess the employee’s condition, recommend suitable adjustments, and develop a reintegration plan. Ensure you follow their advice. 

6. Reintegration Plan:

Work closely with the employee and the occupational health professional to create a well-documented reintegration plan. This plan should outline the steps for the employee’s return to work, any necessary accommodations, and a timeline. Regularly review and update the plan as needed. 

7. Stay Within Legal Boundaries:

Be aware of Dutch labor laws, especially the Wet Verbetering Poortwachter (Gatekeeper Improvement Act). Ensure you adhere to all legal requirements for managing sick employees. Failure to do so could result in penalties or legal action. 

8. Offer Flexibility:

Show flexibility in accommodating the employee’s needs, such as part-time work or modified duties upon their return. Dutch labor law encourages employers to make reasonable adjustments to facilitate reintegration.

9. Monitor Progress:

Regularly monitor the employee’s progress, both in terms of their health and work performance. Adjust the reintegration plan as necessary, and keep the employee informed about any changes. 

10. Seek Legal Advice When Necessary:

If the situation becomes complicated or the employee’s absence is prolonged, consider seeking legal advice from a labor law specialist to ensure you are adhering to Dutch labor regulations. 


Effective communication and compliance with Dutch labor law are crucial when dealing with an employee on long-term sick leave. The goal is to provide support, maintain a respectful and legal approach, and ultimately facilitate their successful reintegration into the workforce when they are ready. 

If, after reading these tips you still feel unsure, please contact us for help. We are happy to facilitate these conversations about absenteeism interview, and/ or teach a seminar on the subject in your company! 

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