Abstract

Because of its personal, financial and societal impact, sick leave must be prevented as much as possible. The information on measures to prevent sick leave is currently fragmented. RIVM has therefore created an overview of measures that have been scientifically evaluated or used in practice. This overview not only provides guidance and inspiration for parties involved but also offers insight into any knowledge gaps.

There is a great number of diverse measures available. These often focus on a particular type of sick leave (i.e. sick leave caused by back complaints or mental health issues), a target group or a type of measure. Some of the measures have resulted in positive experiences in practice. To enable the wider use of these measures additional studies into their effectiveness must be conducted. Other measures were assessed scientifically to determine whether they are effective. The effectiveness of many measures could not be scientifically proven. This may be due to the research methods that were used. For example, people may have been monitored for only a short period of time, while the effects of the measure involved only becomes apparent after a longer duration.

It is difficult to prevent sick leave. There are many different types of work and personal circumstances, so there is no easy one-size-fits-all solution. The most effective measures focus on both the individual and their environment. Furthermore, measures are more (measurably) effective when they are focused on specific groups of workers who are at a greater risk of not being able to work due to ill health, for example because they are already displaying symptoms. To ensure that a measure is actively used in practice, it must meet the needs of the organisation and the worker, for example by taking into account the type of work and the culture of the organisation.

Employers and employees indicate that they are jointly responsible for the prevention of sick leave. Employers for example can ensure a safe environment for employees to identify issues early and to help them with these issues. It is also important that employers know which professionals to turn to for different kinds of help in preventing sick leave. For example, a safety expert could be involved to identify safety risks. Finally, employees recognise their own responsibility in preventing sick leave, for example by making use of the measures their employer provides.

RIVM drew up this overview with funding from Instituut Gak.