Invest in recovery.
Keep a perspective on work.

When recovery needs more attention

An employee who is not recovering sufficiently, sleeps poorly or has prolonged fatigue benefits from a careful conversation about the next step. We consider their needs, previous care and capacity for activity. This leads to a personal proposal or advice to first seek investigation or support elsewhere.

Our aim is to support recovery and, where possible, contribute to a sustainable return to work. We do not promise a faster return: progress varies by person. The occupational physician remains responsible for assessing work capacity and advising on reintegration.

Absence costs more than salary alone

During illness, continued pay generally applies for up to two years, in principle at least 70% of wages. Collective agreements, contracts and statutory exceptions determine what applies in an individual case. Replacement, extra work by colleagues and support may create additional costs.

Map your own costs before considering a programme. An absence cost calculation does not predict what treatment will save. Lost productivity, replacement and wage costs must not simply be counted twice.

Paid by the employer. A business decision.

An employer can fund a programme. Costs with a sufficient business purpose may, under conditions, be deducted from taxable profit. A deduction reduces taxable profit; it does not mean the full invoice is refunded.

Payroll taxes require a separate assessment. The targeted exemption for mandatory occupational health provisions applies only when its conditions are met. A general wellbeing or treatment programme is not automatically tax-free; the Dutch work-related costs scheme may be relevant.

Any VAT deduction must also be assessed separately. Have your accountant or payroll adviser check the specific situation beforehand. You receive a proposal clearly describing content and costs.

A clear programme for employee and employer

We begin with a no-obligation exploration of the question and funding. The employee chooses whether to continue. We discuss medical information directly with the employee.

• Introduction: explore goals, suitability and responsibilities.
• Personal proposal: content, costs and evaluation points beforehand.
• Guidance: appropriate treatments or measurements, only where there is a reason.
• Evaluation: jointly assess whether continuing, adjusting or finishing is useful.

Complex case? Start with a careful assessment.

For prolonged symptoms or stalled recovery, we consider what can still appropriately be investigated or discussed. Complexity is not a reason to automatically add more treatments. With long COVID and worsening after exertion, we adjust demands particularly carefully. A programme does not replace conventional care or occupational physician support.

Stay involved while respecting privacy

As an employer, you need clarity about the assignment and costs. Diagnoses, questionnaire scores and treatment details are not routinely provided to the employer. We make appropriate arrangements beforehand for any necessary coordination. Medical coordination takes place through authorised healthcare professionals.

Discuss the possibilities for your organisation

Would you like to fund an individual programme or explore cooperation? Discuss your question in a free, no-obligation conversation. Do not share an employee's medical information at first contact. We first agree the appropriate route.