Meeting today, plan within 48 hours.A suspicion is enough to make a call.
The longer it takes, the greater the damage, for your employee and your organisation. We discreetly arrange the entire process: from a confidential initial conversation to treatment and reintegration. You'll have one point of contact.
Signs that you see as an employer
Addiction in the workplace often remains invisible for a long time. These are the patterns that managers most frequently describe to us.
Are you unsure if it's an addiction?
Feel free to give us a call before you have the conversation with your employee. We'll offer free advice on how to approach it, and that conversation will also be confidential.
What you do and don't hear back from us
Medical data is protected, and rightly so. But that doesn't mean you as an employer are left in the dark. This is how it works within the GDPR.
You do hear this
- Whether the process is running and whether agreements are being met.
- Progress in broad terms, with the employee's permission.
- Expected timelines for reintegration.
- Advice on returning to work and suitable arrangements.
We're never sharing this
- Medical content or diagnoses.
- Content of the conversation between the employee and the counsellor.
- The team only hears what the employee wants to share.
From suspicion to solution
Discreet and professional, with an eye for your employee and your organisation.
Confidential consultation
You call us, with or without the employee's knowledge. We discuss the situation, advise on the conversation and legal frameworks, and determine the approach together. This also applies outside of office hours.
Plan of approach
Following an intake with the employee, a concrete plan will be in place within 48 hours: guidance, treatment, or admission. This will be agreed upon with the company doctor where desired, and will be in accordance with the Dutch Gatekeeper Improvement Act (Wet verbetering poortwachter).
Path and reintegration
We guide the entire process, from the start of the absence to the return to work. With the employee's permission, you will receive high-level progress updates. Aftercare is included.
Together we take the first step.
Even if that step comes from you as an employer.
Practical questions from employers
Who is paying for the journey?
Employer and employee agree on this together. Many employers reimburse part or all of it: the costs almost always outweigh long-term absenteeism, replacement, and loss of productivity. In the initial consultation, we will make the costs transparent beforehand.
May I actually raise addiction with my employee?
Yes. You may always discuss behaviour and performance: absence, achievements, safety. You may not make a diagnosis, and there's no need to do so. We will advise you beforehand on how to conduct the conversation without damaging the relationship or the legal position.
How does this relate to the company doctor and the Prevention of Long-Term Unemployment Act?
Our process does not replace the company doctor, but complements them: where the company doctor assesses, we provide guidance. If desired, we liaise directly with the company doctor, ensuring the process aligns with the gatekeeper obligations.
What if my employee doesn't want to cooperate?
Then we will think along with you about an intervention: a carefully prepared conversation that helps the employee to accept help. Even without cooperation, we can advise you as an employer on the next steps.
This week a plan
+31 85 082 57 10Call for a confidential consultation, even if you only have a suspicion. No obligations. Prefer to use email? info@privateaddictioncare.com, response within 24 hours.
Is there a life-threatening situation? Call 112. Are you thinking about suicide? Call 113 or 0800-0113, or chat via 113.nl.