Employee benefits and wellbeing consultancy

Wellbeing, wellness, preventive health policy, "amplification," sustainable employability, vitality: all terms related to inspired, vital, happy and productive people. They are linked to the prevention of outflow, illness and disability. There are various ways in which employers can do this in an appealing way, such as using a vitality portal or app. The trick is to encourage employees to take action or behave in a way that improves their employability

Appropriate group health insurance with reimbursements for supplementary care gives you as an employer the opportunity to arrange (finance) care. This involves, on the one hand, preventive programs that help prevent absenteeism and disability, and on the other hand, rapid access to targeted care that helps reduce the length of time absent from work.

If an employee becomes on long-term disability (WIA), in most cases there will be a drop in his or her income. Offering income insurance means protecting employees from this setback. Because they are often unaware of this risk, thoughtful communication about it is necessary. This communication not only serves to create awareness of the risk: it allows you, as an employer, to show your people how you give substance to income protection and being a good employer. Be good and tell it.

Absenteeism in the Netherlands continues to rise. The prevention of absenteeism and proper guidance of absent employees are crucial for business operations and continuity. There are many different service providers who can support this, with important differences in their vision and methods. Start by determining how you, as an employer, want to offer guidance to absent employees, then what role managers have in this and finally what form of support fits in well.

Ever changing and complicated legislation, large (and increasing) backlogs at the UWV, incapacitated employees who are dependent on the UWV and the potentially very high costs for the employer. Heavy reasons to make a conscious choice about how you as an organization want to deal with the Sickness Benefits Act and the WGA. Do you leave the reintegration to the UWV, or do you - as an excess carrier - prefer to take the reins yourself? 

Choices with a major impact. Not only financially, but also organizationally, because for maximum benefit, policy and processes must be well designed, the right providers must be involved and good agreements must be made with insurers for the (co-)financing of reintegration processes.