Navigating Burnout in the Dutch Workplace

Burnout has become a pressing issue in workplaces around the world, and the Netherlands is no exception. The fast-paced nature of modern work, coupled with the challenges of balancing professional and personal lives, has led to a rising number of employees experiencing burnout symptoms. In fact, recent statistics show that one in five workers in the Netherlands is currently grappling with burnout symptoms.

For international and multilingual companies operating in the Netherlands, burnout presents a unique challenge. With a diverse workforce and varying cultural attitudes towards work and well-being, these organizations must navigate the complexities of local labour laws, provide tailored support, and create a workplace culture that prioritizes mental health.

This article will delve into the Dutch labour laws regarding burnout and offer essential insights for these businesses on how to tackle burnout effectively in their teams.

What is burnout and why is it prevalent in the Netherlands?

In the context of Dutch labour law, burnout is defined by phases and a set of symptoms associated with stress and overload. If the employee experiences stress symptoms (either physical or emotional) these are considered workplace injuries in which the employer may be liable for.

Burnout is a global phenomenon – not only present in the Netherlands. However, the causes for burnout in the Netherlands will be unique in relation to other working cultures.

Key indicators of burnout in the workplace

As an organisation, it can be difficult to identify when burnout is occurring in the workplace. Many of the ‘warning signs’ or symptoms of burnout can easily be attributed to other causes, for example, the employees’ personal lives.

Here are a few key indicators of a workplace where burnout is prevalent:

• Poor communication and feedback loops
• Micromanagement and lack of autonomy
• Focus on short-term goals over sustainability
• Overwork and unrealistic expectations
• Lack of leadership support or employee wellness programs
• Low employee engagement

These are the symptoms of organisation burnout.

• Decreased productivity across teams
• High turnover rates
• Frequent absenteeism or sick leave
• Increased conflict or tension between employees
• Lack of innovation or creativity

Dutch labour law and burnout

In the Netherlands, burnout is treated as an illness when it comes to recovery and time-off. As a result, businesses with employees who experience burnout are responsible for managing their employee’s time-off in compliance with Dutch sick leave policies.

First of all, businesses are obliged to do their utmost to prevent burnout from occurring at their workplace in the first place by providing good working conditions. In the event an employee does burnout, your business must arrange for the employee to meet with a company doctor (bedrijfarts). This doctor will diagnose the employee with burnout and regularly meet with the employee during their time-off to monitor their recovery, as well as advise your business on a reintegration plan for the employee. While the employee is taking time-off, your business will still be paying the employee a portion of their salary (and in some cases, their full salary). To maintain compliance, all activities should be reported to an external organization (ArboNed), from which the employer must also purchase the required services.

Dutch labour law regarding long-term illness and burnout can be tricky and generally applicable on a case-by-case basis. This is a very short summary about what to expect in the Netherlands, however we go more in-depth in other articles on the Octagon blog about illness. If you are trying to orient your business and develop compliant policies, it is important to familiarize yourself with the Dutch Sick Leave Act (Ziektewet), Health and Safety Act (Arbowet), and Reintegration Act (Wet Verbetering Poortwachter) as a start.

How does your workplace combat burnout?

Once burnout symptoms begin to appear at the workplace, it is critical to tackle the problem by strategizing a solution. When it comes to minimizing burnout, we find that focusing efforts to increase employee engagement are exactly what a business needs to halt the cycle of burnout at their workplace. We recently published a comprehensive guide with strategies and insights to help businesses increase employee engagement in a multicultural workplace. If you would like to learn more about how Octagon can help your workplace manage burnout – whether you need strategic support or somebody to help you manage illness compliantly – get in touch with us today.