{"id":3217,"date":"2024-01-16T10:07:43","date_gmt":"2024-01-16T09:07:43","guid":{"rendered":"https:\/\/gjgroep.nl\/nieuws\/reporting-sickness-absence-all-steps-explained\/"},"modified":"2026-09-30T11:46:03","modified_gmt":"2026-09-30T09:46:03","slug":"reporting-sickness-absence-all-steps-explained","status":"publish","type":"nieuws","link":"https:\/\/gjgroep.nl\/en\/nieuws\/werkgevers\/reporting-sickness-absence-all-steps-explained\/","title":{"rendered":"Reporting Sickness Absence: All Steps Explained"},"content":{"rendered":"<h2><strong>Reporting Sickness Absence: All Steps Explained<\/strong><\/h2>\n<p>Sick staff are never ideal, but you will inevitably encounter them. Therefore, as an employer, it is crucial to be well-prepared for sickness absence notifications within your organisation. Effective management of sickness absence and the potential reintegration process contributes to the well-being of your employees. Furthermore, it ensures that the continuity and productivity of your business are not jeopardised. In this blog, we provide an overview of all the steps you need to take when an employee reports sick, from the initial notification to their eventual reintegration.    <\/p>\n<h2><strong>Sickness Absence Notification within Your Organisation<\/strong><\/h2>\n<p>Every sickness absence notification is a personal story. When someone reports sick, you want to show empathy and understanding. Ensure your employees feel comfortable reporting their absence and know that their health is a priority within your organisation.  <\/p>\n<p>Additionally, it is good practice to maintain a clear protocol. Ensure your employees know how and to whom they should report sick. It is also important to record the expected duration of absence. Privacy is always respected in this process.   <\/p>\n<h2><strong>Expected Duration of Sickness<\/strong><\/h2>\n<p>Estimating the duration of sickness absence helps with organising replacement staff and reallocating tasks. Consultation with your occupational health physician or occupational health service can provide a realistic prognosis. Be aware of potential changes in the employee&#8217;s health status, which may affect their return to work. Regular reassessment and communication are important to accurately monitor the situation. Flexibility in your plans is necessary, as adjustments may be required depending on the development of the situation.     <\/p>\n<h2><strong>The Step-by-Step Plan for Sickness Absence Notification<\/strong><\/h2>\n<ul>\n<li>Registration of the sickness absence notification: carefully document the notification, observing privacy rules.<\/li>\n<li>Gathering information: note the expected duration of the absence.<\/li>\n<li>Deployment of replacement: if necessary, arrange temporary replacement, taking into account the duration of the absence. Here you can quickly engage <a href=\"\/werkgevers\/uitzendenpersoneel\">temporary staff<\/a>. <\/li>\n<li>Communication: maintain regular contact with the sick employee, respecting their privacy and health condition.<\/li>\n<li>Reporting to Occupational Health Service\/UWV: depending on the duration and nature of the absence, the sickness absence notification must be passed on to the occupational health service or the UWV.<\/li>\n<\/ul>\n<h2><strong>Reporting Sickness Absence to the UWV or an Occupational Health Service<\/strong><\/h2>\n<p>When an employee reports sick, it is important to report this promptly to the occupational health service or, in the case of long-term absence, to the UWV. This is a legal obligation, especially under the Gatekeeper Improvement Act, which requires active cooperation for reintegration. The deadline for this notification varies, so check the specific requirements for your situation. After notification, these bodies guide the reintegration process, including drawing up a plan and monitoring progress. Good communication with the employee and accurate documentation of all steps are important for effective handling and a successful return to work.    <\/p>\n<h2><strong>Reintegration After Sickness Absence Notification<\/strong><\/h2>\n<p>The reintegration of an employee requires careful planning and consultation. Work closely with your HR department, the employee concerned, and the occupational health service or occupational health physician to draw up a sound reintegration plan. This plan may involve making adjustments to workload, working hours, or even temporary or permanent changes to the nature of the work.  <\/p>\n<p>Managing sickness absence notifications and reintegration requires a balance between supporting your employees and maintaining productivity within your organisation. With expert <a href=\"\/werkgevers\/hradviesuitbesteden\">HR advice<\/a> from <a href=\"\/\">GJ GROEP<\/a>, you ensure efficient <a href=\"\/werkgevers\/verzuimbeheeruitbesteden\">absence management<\/a> and smooth reintegration. Contact us today for tailored advice on all HR matters.  <\/p>\n","protected":false},"excerpt":{"rendered":"<p>Reporting Sickness Absence: All Steps Explained Sick staff are never ideal, but you will inevitably encounter them. Therefore, as an employer, it is crucial to be well-prepared for sickness absence notifications within your organisation. Effective management of sickness absence and the potential reintegration process contributes to the well-being of your employees. Furthermore, it ensures that [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":3218,"template":"","labels":[],"nieuws_cat":[5],"class_list":["post-3217","nieuws","type-nieuws","status-publish","has-post-thumbnail","hentry","nieuws_cat-werkgevers"],"_links":{"self":[{"href":"https:\/\/gjgroep.nl\/en\/wp-json\/wp\/v2\/nieuws\/3217","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/gjgroep.nl\/en\/wp-json\/wp\/v2\/nieuws"}],"about":[{"href":"https:\/\/gjgroep.nl\/en\/wp-json\/wp\/v2\/types\/nieuws"}],"author":[{"embeddable":true,"href":"https:\/\/gjgroep.nl\/en\/wp-json\/wp\/v2\/users\/1"}],"version-history":[{"count":0,"href":"https:\/\/gjgroep.nl\/en\/wp-json\/wp\/v2\/nieuws\/3217\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/gjgroep.nl\/en\/wp-json\/wp\/v2\/media\/3218"}],"wp:attachment":[{"href":"https:\/\/gjgroep.nl\/en\/wp-json\/wp\/v2\/media?parent=3217"}],"wp:term":[{"taxonomy":"labels","embeddable":true,"href":"https:\/\/gjgroep.nl\/en\/wp-json\/wp\/v2\/labels?post=3217"},{"taxonomy":"nieuws_cat","embeddable":true,"href":"https:\/\/gjgroep.nl\/en\/wp-json\/wp\/v2\/nieuws_cat?post=3217"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}