More than half of all employees in the Netherlands say they were absent at least once in the past year. That is what the Netherlands Working Conditions Survey by Statistics Netherlands and TNO (in Dutch) shows. For employers in Den Haag that is no abstract statistic: every sickness report means taking charge, watching deadlines and making sure the right guidance is available at the right moment. That works a lot better when you have a fixed occupational physician nearby who knows your organisation and your people.
An occupational physician on site in Den Haag makes the difference between reacting and anticipating. The physician is physically present, sees the working environment with their own eyes and is easy to reach for managers and employees alike. That may sound like a luxury, but in practice it is simply smart absence policy: small problems are discussed before they become big ones, and statutory obligations are met on time and with care.
In this article you will read what an occupational physician on site in Den Haag involves, why proximity really matters, which statutory obligations you have to meet as an employer and how to arrange it in practice. Whether you run a growing small or medium-sized business, are an HR manager, or are reading along as an occupational physician or manager: here you will find concrete guidance.
What does an occupational physician on site do?
An occupational physician is a medical specialist who, after their regular training, has specialised for a further four years in the relationship between work and health. That makes the occupational physician unique: they look not only at the complaint, but always at the context of the work. According to the NVAB (in Dutch), the Dutch association of occupational physicians, the occupational physician observes medical confidentiality, just like any other doctor. What you and the physician discuss stays confidential.
On site, the occupational physician works structurally at your organisation: per half-day of four hours or per full day of eight hours. You set the frequency according to the size of your team and your absence situation. In that time the physician holds absence consultations, preventive clinics and workplace assessments. Managers can drop in with a concrete question about an employee. That informal contact is valuable, because it keeps small signals from being missed.
Why proximity in Den Haag makes the difference
Den Haag is a city with a diverse labour market: government, business services, engineering, care and hospitality are all there. Every sector has its own work pressure and absence patterns. An occupational physician who knows your location understands that context. They see the workplace, know the culture and know which factors put pressure on employees.
That makes the advice more concrete and easier to apply. An occupational physician on site observes the real working conditions, while a physician at a distance holds consultations by screen or at an external practice. The physician on site builds a better bond with your company culture (in Dutch), and employees find it easier to make contact. That lower threshold also works preventively: employees more readily drop in for a short advice conversation, without having to ask for time off to visit an external practice.
Managers can quickly consult about an absence situation or ask for advice on workplace adjustments. These informal moments of contact often keep small problems from growing into long-term absence. And that is exactly what you want: fewer people dropping out, more grip, and employees who feel seen.
Statutory obligations: what you need to know as an employer
As an employer you are legally required to arrange access to an occupational physician for your employees. That right is laid down in the Working Conditions Act (Arbowet) (in Dutch), and applies both preventively and during absence. Employees may see the occupational physician without the employer's permission, and anonymously as well. The occupational physician's contact details must be freely accessible to everyone in your organisation.
In addition, the Gatekeeper Improvement Act (Wet verbetering poortwachter) requires employers and employees to work together on reintegration as soon as someone drops out. That Act holds that acting quickly and effectively makes absence shorter. The first week is already decisive: you report the absence to the occupational physician or occupational health service. Around week six the occupational physician draws up a problem analysis, and by week eight at the latest you draw up an action plan together with the employee. Anyone who does not keep to these deadlines risks an extended obligation of continued wage payment of an extra year on top of the compulsory two years.
A common mistake is thinking you only need to bring the physician in once someone has been at home for weeks. That is a misconception. Acting early is not only legally smart, but also better on a human level: the sooner you know what is going on, the sooner you can look for a solution together. An occupational physician on site makes that early action easier, because the threshold is low and the physician already knows the context.
Prevention: also when nobody is ill
A well-known pitfall is bringing in the occupational physician only when it is already too late. But the added value of a fixed physician on site also lies in the phase before that. Employees may make an appointment themselves, even when they are not yet absent or have no complaints. Such a preventive consultation, also called a working-conditions consultation, helps prevent complaints and absence.
During their time on site the occupational physician can also think along about working conditions, work pressure or the layout of workplaces. That has a direct effect on the sustainable employability of your team. In practical terms you can approach it like this:
- Schedule fixed half-days for the occupational physician on site and communicate this clearly to all employees.
- Encourage managers to discuss signals early, even when someone is still working.
- Use the preventive clinic actively, so that employees know the threshold is low.
- Make sure the occupational physician's contact details are visible in the HR system or on the intranet.
- Discuss absence patterns periodically with the occupational physician, so that structural causes are recognised.
That way you turn absence policy into an ongoing process rather than a crisis measure.
How Dokter Beter arranges this for you in Den Haag
Dokter Beter has a location in Den Haag and works with fixed, recurring half-days or days on site at the employer. So you know your physician, and the physician knows your organisation. Dokter Beter works with Arbo Concern, a certified occupational health service. That means the statutory tasks, from problem analysis to reintegration report, are properly secured. For labour expert advice Dokter Beter works with People Concern, for second-track reintegration with Going Concern and for case management with Arbo Concern.
Do you have a question about what an occupational physician on site in Den Haag would look like for your organisation? Dokter Beter gets in touch within one working day.
An occupational physician who knows your team spots problems sooner and helps more effectively than a physician at a distance.
An occupational physician on site in Den Haag is not an extra cost item, but a practical way to tackle absence early, stay legally compliant and genuinely support employees. Proximity, familiarity with the organisation and low thresholds make the difference between reacting and preventing.
Key takeaways
- An occupational physician on site knows your organisation and employees, which makes advice more concrete and easier to apply.
- The Working Conditions Act requires employers to arrange access to an occupational physician, also preventively and anonymously.
- The Gatekeeper Improvement Act requires action from week one of the sickness report; acting too late risks extended continued wage payment.
- Preventive clinics on site lower the threshold for employees and keep small complaints from growing into long-term absence.
- Dokter Beter works with fixed, recurring half-days or days on site, not one-off moments, so the physician really gets to know your company.
- Dokter Beter works with Arbo Concern, a certified occupational health service, for the statutory occupational health services in Den Haag.
- Get in touch with Dokter Beter: you will hear back within one working day about the options for your organisation in Den Haag.
Well-arranged occupational health care in Den Haag starts with a physician who is simply there, whom you know and whom you speak to in time. That is exactly what Dokter Beter offers.