Taking a more active approach to absenteeism: do you have the policies in place?

The key expression in the coalition agreement is ‘assigning responsibility’. Everyone – employer, employee, doctors, health insurance funds, the Flemish Public Employment and Vocational Training Service (VDAB)/Actiris – will be given a more active role.

Four measures stand out for employers:

1. A financial incentive for reintegration: Employers pay 30% of the RIZIV/INAMI benefit during the second and third month after the guaranteed salary period for employees between 18 and 54 years of age. Previously, as an employer, you paid the guaranteed salary for the first 30 days of illness. This was followed by a RIZIV/INAMI benefit via the health insurance fund.
2. Mandatory work potential check: Has your employee been off sick for 8 weeks? If so, an assessment of his or her remaining work potential will be mandatory. Your external health and safety service will carry this out. It remains to be seen exactly how this will work and what the price tag will be.
3. The ‘fit note’ is coming: The classic sick note is being upgraded, inspired by the British model. The doctor will not only state whether someone is unfit, but also whether they are fit, provided adjustments are made. The focus will shift from what isn’t possible to what still is possible.
4. Mandatory starting signal for reintegration: What if the assessment shows that there is still potential for a return to work? In that case, you are obliged to initiate a reintegration process within a certain period (possibly 6 months after the start of the illness or 4 months after the assessment).

How these measures will be implemented in practice is anyone’s guess right now. One thing is already clear, though: employers are being encouraged to take action sooner.

The new policy puts the ball in your court sooner. A clear absenteeism policy is essential to deal systematically with both short- and long-term absenteeism. This makes sense, as frequent short-term absences are often a precursor to future long-term absenteeism. By actively tackling short-term absenteeism, you are therefore both investing in ongoing employability and limiting future reintegration and other costs.

The message couldn’t be clearer: as an employer, you need to take a more proactive approach to absenteeism and reintegration. So how should you get ready for this?

1. Tighten up your absenteeism policy: Evaluate your current approach. Where can you take more preventive action? Make clear arrangements about reporting sick, follow-up and dialogue. Give these a firm basis in your employment regulations.
2. Invest in dialogue: How do you keep in touch with sick employees? Focus on possibilities (the fit note!). Ensure that your managers are trained to conduct absence interviews properly.
3. Organise your reintegration process: Anticipate the mandatory assessment of potential and the mandatory start of processes. How will you implement these (internally/externally)?
4. Think about your budget: Take account of the possible additional costs (RIZIV/INAMI contribution, assessment of potential).

Do you have any questions about the coalition agreement’s impact and the importance of an active absenteeism policy? Or would you like specific advice on making your approach future-proof? If so, contact your regular Employee Benefits Account Manager or Pension Consultant immediately.