The Dutch working population is increasingly seeking help for psychological symptoms: occupational psychologists are more popular than ever

In the Netherlands, mental healthcare is under high pressure. People with psychological symptoms wait an average of 12 to 20 weeks for an appointment with a psychologist through regular mental healthcare services. For working people with mental health issues, this waiting time has consequences on several fronts. “The sooner help is provided, the less likely it is that symptoms will worsen and the shorter the period of absence will be,” says Sandra Bleyenberg, occupational and organisational psychologist at ArboNed. “Quick access is crucial. That is why employees can see an occupational psychologist with us within two to four weeks.” GPs are increasingly referring patients directly to the occupational health and safety service because the regular mental healthcare services are bogged down. “That’s an upside-down world compared to before,” Bleyenberg says. The rising demand is also reflected in the figures: at ArboNed and HumanCapitalCare, the number of occupational psychologists has grown from five to forty in four years.

Shift

Bleyenberg sees a clear shift in the request for help. “Whereas we used to mainly treat work-related stress symptoms, we now increasingly see employees with problems that belong in mental healthcare, such as anxiety disorders, depression and trauma. The boundary between work and private life is becoming blurred, and with it the boundary between work problems and mental healthcare.” The services of an occupational psychologist are usually requested via the company doctor, especially in cases of absenteeism. Preventive counselling is also possible, either through open consultation hours or, at the employer’s request, directly from the occupational psychologist after a quote has been requested. However, Bleyenberg also has some reservations: “In some situations, the employer pays for care that is actually covered by the employee’s basic insurance policy. And some cases are too serious and still require referral to mental healthcare services, which is not always easy. In addition, responsibility for treatment is sometimes wrongly shifted to the occupational psychologist, who is not formally the primary care provider. And finally, this creates inequality: access to help depends on what an employer can and is willing to pay. Not everyone has that luxury.”

The impact of stress at work

For companies, absence due to stress is a serious concern and a significant expense. On average, one day of absence costs €340. In case of long-term absenteeism, absence due to stress-related symptoms lasts an average of 250 days. In the case of burnout, this can rise to an average of 318 days. This is not only a personal setback, but also has an impact on the continuity of the company. According to figures from ArboNed and HumanCapitalCare, one in four days of absence is now related to stress. Absence due to stress-related symptoms rose by 7 percent in 2024 compared to the previous year. In fact, the five-year trend shows an increase of 35 percent. Early intervention is therefore crucial. “Employers who invest in rapid, appropriate help for their employees ultimately save on absenteeism costs,” says Bleyenberg. “And more importantly, they show that they take good employment practices seriously.”

Work as part of recovery

What distinguishes an occupational psychologist from a regular psychologist is the focus on returning to work. “We treat the same complaints, such as anxiety, depression, stress or sleep problems, but always in connection with a person’s work and private situation,” emphasises Bleyenberg. “For us, work is not a disruptive factor, but an integral part of the recovery process. This approach ensures that the counselling is not only focused on feeling better, but also on being able to function at work again and regaining control of one’s own life.” This ties in seamlessly with the Eligibility for Permanent Incapacity Benefit (Restrictions) Act, which focuses on rapid, but responsible and sustainable reintegration. The process with an occupational psychologist is usually short and goal-oriented. On average, seven to eight sessions are sufficient. The focus is on gaining insight into behavioural patterns and breaking them. In addition, employees learn to cope better with stress, set boundaries and actively seek a healthy balance between capacity and workload. Depending on the request, the company welfare officer may also be involved.

Prevention: making a real difference before absence occurs

Although a lot of attention is paid to employees who are already absent, Bleyenberg believes that there is more to be gained in the area of prevention. “More and more companies are realising that you have to stay ahead of symptoms. Prevention is essential, especially in SMEs, where absence quickly leads to gaps in staffing.” A good example is the use of tools such as the Preventive Medical Examination (PME). This shows, for example, how employees experience workload or the state of their work-life balance. These insights allow you to take targeted action. A safe culture in the workplace is key here. “People should feel free to say: “Things aren't going so well right now”. If someone is willing to listen, if you look together at possible adjustments, offer room for individual flexibility and, if necessary, start a short counselling process, you can often prevent symptoms from escalating and someone dropping out.”

Finding a balance: work and private life are inextricably linked

Whereas requests for help used to be mainly work-related, Bleyenberg now sees a combination of causes from work and private situations more often. “Caring for family members, a divorce, financial worries: these are all factors that drain energy. If you then have little flexibility at work or face additional pressure, it can quickly become too much to handle.” That is why the occupational psychologist always looks at the whole picture. “We see that people who have sufficient flexibility, autonomy and support at work are less likely to become absent. But that also requires action on the part of managers. Support, genuine interest and appreciation from your manager make all the difference.” Bleyenberg stresses that the younger generation in particular is quicker to raise the alarm. “For many people in their thirties, it is more normal to seek help for mental health issues. They have grown up in a time when talking about your mental health is becoming less and less taboo. That is a positive development.”

Trust as a foundation

An important point of attention in occupational psychological assistance is the guarantee of privacy. “We sometimes notice that people hesitate to share everything because their employer is paying for the sessions,” says Bleyenberg. “But as psychologists, we are strictly bound by the professional code of conduct. Without the employee’s consent, we do not share anything.” That trust is crucial. Only in a safe environment can a person truly open up. “What we often do is identify trends without focusing on individuals. For example, if we notice that young parents in a particular organisation often experience excessive workload, we can report this back to the organisation. In this way, as an occupational psychologist, you also help to improve policy.”

From emergency solution to strategic tool

At a time when workloads are high and good employees are scarce, ensuring mental resilience is not a luxury, but a necessity. The occupational psychologist is no longer a last resort when things go wrong. Increasingly, this professional is a proactive partner for companies that want to work on the physical and mental health of their employees. For employers, this means recognising signs, engaging in dialogue and calling in professional help in good time. For employees, this means taking responsibility, not putting up with complaints for too long and daring to ask for help. “The sooner you intervene, the shorter the absence and the greater the chance of a sustainable recovery,” concludes Bleyenberg. And that investment always pays off – in euros, but above all in healthy, motivated people.”