The government aims to prevent health damage at or due to work. For this purpose, the OHS Vision 2040 has been drawn up, outlining the mission, ambitions, and objectives in the field of occupational health and safety. <\/em><\/p>\nWhat is the reason for OHS Vision 2040?<\/h2>\n
The current policy, based on the 2012 occupational health and safety policy agenda, is due for revision. An evaluation conducted in 2019 showed that the current division of responsibility, where employers and employees are jointly responsible for implementing occupational health and safety policy, has not had sufficient effect. <\/p>\n
The evaluation shows, among other things, that employers’ demand primarily lies in absenteeism guidance and much less in preventing illness and accidents (prevention).<\/p>\n
Furthermore, the system needs to be better equipped for the future, due to ongoing developments in the labour market.<\/p>\n
What is the goal of OHS Vision 2040?<\/h2>\n
The goal of OHS Vision 2040 is to eliminate deaths due to poor working conditions (‘zero death’) and significantly reduce the number of work-related accidents and illnesses. To achieve this, all employers, clients, and workers must comply with occupational health and safety regulations. <\/p>\n
OHS Vision 2040 discusses current trends and future developments, an analysis of the main bottlenecks within occupational health and safety policy, and the mission, ambition, and objectives based on these.<\/p>\n
As a certified Occupational Health and Safety Service, we are pleased to inform you about the most important components of OHS Vision 2040 and what GJ GROEP, can do for you in terms of absenteeism guidance and affiliation with an Occupational Health and Safety Service.<\/p>\n
Bottlenecks<\/h2>\n
Various studies have shown that there are a number of bottlenecks when it comes to a healthy and safe working environment. The main bottlenecks, categorised, are: insufficient investment in prevention, too little knowledge among employers about the Working Conditions Act, and the implementation of preventive measures. <\/p>\n
Insufficient investment in prevention<\/h3>\n
It has been shown that employers and clients, on average, invest too little in prevention and in identifying risks. For example, only half of all companies have a Risk Inventory and Evaluation (RI&E), and the quality in many of these cases is insufficient. Among companies that do have an RI&E, 30% miss all or some important risks. This means that only 35% of companies have an RI&E in which all important risks have been inventoried. <\/p>\n
An RI&E is the foundation of a good occupational health and safety policy. It helps companies to gain structured insight into and control over risks, to discuss them, and thus to implement an effective occupational health and safety policy. With an RI&E, you also identify psychosocial workload (PSA) risks and take measures to counteract them. <\/p>\n
At GJ GROEP, we strongly believe in prevention and offer various preventive services in addition to absenteeism guidance, such as: occupational health scans, workplace assessments, RI&Es, vitality programmes, PMO\/PAGO, certified confidential advisors, coaching, and more. We would be delighted to assist you! <\/p>\n
Please contact<\/strong><\/a> us today for more information about our Occupational Health and Safety Services.<\/p>\nInsufficient knowledge of Working Conditions among employers<\/h3>\n
Many employers do not adequately fulfil their duty of care under occupational health and safety legislation. One of the reasons for this is that they are insufficiently aware of or do not fully understand occupational health and safety policy and the associated duty of care. This can be because occupational health and safety policy is not prioritised, but also because employers find the frameworks unclear or complex. This has been found to occur particularly among employers of small businesses. <\/p>\n
Furthermore, there is often too little knowledge about occupational risks and effective preventive measures. This has been particularly evident in SMEs. <\/p>\n
By outsourcing your absenteeism guidance to GJ GROEP, you not only ensure that you can act quickly and adequately in preventing and managing employee sickness absence, but our case managers are also directly available to support you with specific issues.<\/p>\n
Adjusting preventive measures<\/h3>\n
In addition to drawing up an RI&E, employers must monitor, periodically evaluate, and adjust their occupational health and safety policy where necessary. A large proportion of employers do not do this, or do so insufficiently. As a result, they do not adequately identify opportunities for improvement, there is insufficient attention to existing risks, and new risks may go unnoticed. This can increase the likelihood of incidents. <\/p>\n
Once you are affiliated with GJ GROEP’s Occupational Health and Safety Service, you will always have a dedicated contact person. This experienced case manager is fully aware of your company, knows the ins and outs of occupational health and safety legislation, and is always available to guide and advise you. <\/p>\n
Mission, ambition, and objectives towards 2040<\/h2>\n
As mentioned at the beginning of this article, the goal of OHS Vision 2040 is to eliminate deaths due to poor working conditions (‘zero death’) and significantly reduce the number of work-related accidents and illnesses.<\/p>\n
To achieve this, it is essential that everyone takes and is able to take their responsibilities. The government will focus extra efforts on the following action lines with corresponding objectives until 2040: <\/p>\n
1. Prevention, design, and development of occupational health and safety policy<\/h3>\n\n- Every employer in the Netherlands invests in prevention to prevent work-related illness and absence and to minimise their duration. All employers have an RI&E with a focus on prevention, keep the RI&E up-to-date, implement control measures in collaboration with workers, and apply source-oriented policy. <\/li>\n
- The Working Conditions Act protects all workers, and the (chain) responsibility of the employer or client\/contractor (including self-employed persons) is appropriately fulfilled and respected.<\/li>\n
- Employers allocate sufficient funds for the preventive deployment of the occupational health and safety service.<\/li>\n<\/ul>\n
2. Implementation of occupational health and safety policy and the occupational health and safety policy cycle in the workplace<\/h3>\n\n- The value of healthy and safe work is part of the culture and behaviour in the workplace: clients, employers, and workers recognise the importance of healthy and safe working, act accordingly, and hold each other accountable. Producers and consumers also appreciate the value of healthy and safe work. <\/li>\n
- The rules and obligations that must be met are clear and applicable to all stakeholders, and they act accordingly.<\/li>\n<\/ul>\n
3. Adjusting occupational health and safety policy<\/h3>\n\n- Employers regularly adjust their preventive measures through an occupational health and safety policy cycle and regular monitoring. This allows employers to identify new problems in a timely manner and gain insight into opportunities for the sustainable employability of their personnel. Employers receive support from a well-functioning knowledge infrastructure. They organise their own feedback among themselves, through self-regulation and peer review. <\/li>\n
- The Labour Inspectorate effectively addresses employers and clients who violate the law. This requires a credible and proportionate risk-driven supervision and enforcement policy that prioritises the desired societal effect. <\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"
OHS Vision 2040 All workers in the Netherlands have the right to work in a healthy and safe environment. We aim to ensure that people do not suffer health complaints due to their work, even after retirement. Therefore, good working conditions are crucial. Unfortunately, the reality is different. The Netherlands performs relatively well compared to […]<\/p>\n","protected":false},"author":1,"featured_media":3338,"template":"","labels":[],"nieuws_cat":[5],"class_list":["post-3337","nieuws","type-nieuws","status-publish","has-post-thumbnail","hentry","nieuws_cat-werkgevers"],"_links":{"self":[{"href":"https:\/\/gjgroep.nl\/en\/wp-json\/wp\/v2\/nieuws\/3337","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\/3337\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/gjgroep.nl\/en\/wp-json\/wp\/v2\/media\/3338"}],"wp:attachment":[{"href":"https:\/\/gjgroep.nl\/en\/wp-json\/wp\/v2\/media?parent=3337"}],"wp:term":[{"taxonomy":"labels","embeddable":true,"href":"https:\/\/gjgroep.nl\/en\/wp-json\/wp\/v2\/labels?post=3337"},{"taxonomy":"nieuws_cat","embeddable":true,"href":"https:\/\/gjgroep.nl\/en\/wp-json\/wp\/v2\/nieuws_cat?post=3337"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}