Priority 3
A healthy working environment

Focusing on sustainable work

 

Psychological or physical overload at work can have a significant impact on health. Sick colleagues often report that the cause of their illness is (partly) due to their work environment. Our representatives use their expertise to shape a robust preventive policy.

​

We do this by analyzing the reasons for absenteeism and examining these causes. Absenteeism is often linked to a structurally high workload or structural leadership issues. Personal factors or grievances are often disregarded for too long.

​

We explicitly request that the organization take preventive actions on these points and enable early remediation processes. Also, in the policy regarding return to work, customized preventive actions tailored to the individual are important to avoid new absences.

​

Return to work after long absence due to illness

​

Sometimes colleagues are absent for a long period due to illness. Such prolonged absence creates barriers that make returning to work difficult. Thoughts of guilt and inferiority, fear of missed updates and relapse are common. ACV Puls requests a high-quality and humane reintegration policy that supports and informs employees during this difficult period: during illness and upon return to work.

​

Every long-term absentee should have the right to choose a quality reintegration process. At the same time, informal conversations often present an opportunity for a tailored solution. The role of the reintegration coach is crucial here, a position that KU Leuven was able to create after a sector agreement with the trade unions.

​

In our view, the reintegration coach is a neutral confidant whom the individual can informally consult and who collaborates as an intermediary in shaping the more formal resumption process – in consultation with the supervisor and HR. A good assessment of the needs, possibilities, and expectations of the individual in the short and long term also contributes to the success of the return to work. The supervisor must be attentive to this. Together with the reintegration coach, the long-term sick individual sets the pace towards full return to work. Currently, it remains unclear what the exact role of this reintegration coach is and what concrete guidance is provided.

​

We also have questions about other elements of a proper reintegration policy. Do department heads and colleagues stay in touch during the absence? What measures are being taken to increase the chances of success? Could a gradual restart be an option? What if there are conflicts with the team or the supervisor?

For ACV Puls, a proper reintegration procedure is the minimum. We expect KU Leuven to ensure that everyone who wants to return can do so in a good and feasible manner. At the organizational level, we therefore request administrative processes focusing on remediation. At the team level, we ask for a personalized approach for specific cases. With every individual solution, prevention to avoid relapse must be considered.