When an employee drops out, an employer often looks first at the cost of the absenteeism insurance. Understandable, but the premium tells only part of the story.
The real costs of absence consist of much more. Think of:
- The premium of your absenteeism insurance
- The costs of your occupational health service
- Wage costs during the own-risk period
- Costs of guidance and reintegration
- Productivity loss and extra workload for colleagues
- The investment needed to prevent absence
Insight into your total absence costs
At Rondomjegezondheid I therefore prefer to look at the whole picture. Prevention is not only better for your employees, it can also make a big financial difference.
Every organisation is different. That is why I do not only look at a percentage or an insurance premium. Together we map out where the costs in your organisation actually arise:
- The costs of your absenteeism insurance — what premium do you pay and which risks do you carry yourself?
- The costs of occupational health services — what do you invest yearly in guiding absent employees?
- The costs of absence — what does the absence percentage actually mean for your organisation?
- The costs of prevention — what do you invest to keep employees healthy and sustainably employable?
Prevention is the future
I am convinced that prevention will play an increasingly important role. By spotting complaints and bottlenecks earlier, problems can sometimes be prevented before an employee drops out long-term. Think of:
- Preventive consultations
- Workplace examination and ergonomic advice
- Occupational physiotherapy and on-site guidance
- Employability advice
- Support with reintegration
- Advice on sustainable employability
What does less absence yield?
Even a small drop in the absence percentage can already yield a considerable financial advantage for an SME.
Feel free to contact Rondomjegezondheid. Together we look at a practical approach that fits your organisation, your employees and your daily practice.