Repository hosted by TU Delft Library

In this report provides statistical information about many key aspects of working life, charting their evolution and societal impact over the years. A continuous rise in the pace of work of 1.5% per annum took place in the Netherlands over a 20-year period. This levelled off at national level in 1997, though some sectors show further increases. Trends regarding other risks show only minor changes. Over the last decade, work has become somewhat more autonomous, physical conditions have improved, but repetitive movements have increased. Health complaints, and more recently self-reported burnout in the Dutch workforce, have remained constant. In recent decades, however, the number of workers who retire into the disability system has been steadily rising, particularly those suffering from psychological disorders.

This report discusses the following trends in working conditions and health in the Netherlands: exposure to psychosocial risk factors (such as job demands, job control, support, workplace violence and discrimination); exposure to physical factors (such as noise, dirt or bad smells); exposure to ergonomic work factors (such as poor posture and lifting heavy loads); working hours; self-reported health outcomes and, since 1997, work-related health outcomes. A diverse picture emerges regarding trends in quality of work in the Netherlands. It is difficult to draw firm conclusions on trends in working conditions because previously existing surveys have been replaced by newer ones. Nonetheless, work pace appears to be stabilising, while time pressure is decreasing. Some traditional risks, such as noise, dangerous work, physical load and shift work, are also stabilising; other risks, such as dirty work and bad smells at work, have declined. Contractual working hours have been reduced. At the same time, there increased autonomy in decision making, and (paid and particularly unpaid) overtime is also on the rise.

This report looks at trends in working conditions across different sectors Over the period 1995-2000. Basing its findings on the Third European Survey on Working Conditions (2000) in the 15 EU Member States and Norway, it examines the quality of working life in eighteen different sectors. It analyses the impact of aspects such as physical risks, working hours, and work organisation on the worker's health and well-being. Factors contributing to a favourable or unfavourable work and psychosocial environment include the level of job pressures, control over one's work, skills matching and learning opportunities, task flexibility, and social support from colleagues and boss. The report concludes that in general the most negative changes are an increase in job demands, resulting in work-related stress, and a general deskilling and decrease in job control.

Keeping people in employment until retirement age is becoming increasingly important in the Netherlands, as it is in the rest of Europe. A model has been developed for ‘sustainable employability’, and a first measurement created using the Netherlands Working Conditions Survey 2010 and Netherlands Employer Working Survey 2010. Sustainable employability profiles can be identified for several sub-groups, and some conclusions are summarised in this Information Update.

In 2011, 24% of Dutch employees experienced violence from people outside their working environment while at work while 16% experienced violence from colleagues. Although these figures are stable, they have a definite impact on workers’ health and job satisfaction, creating an increased perception of the risk of violence. A new study also shows that groups at risk from external violence differ significantly from those at risk of violence from colleagues.

The financial and economic crisis has affected the wage development in The Netherlands. Wage growth has slowed down, but not completely disappeared; mainly the wage drift has disappeared. Sometimes trade unions were capable of exchanging working time reduction for less wage growth. But in general, the wage ‘crunch’ was not followed with more wage inequality or lessened working conditions.

Companies in search of improved productivity use a wide range of approaches, from financial incentives and skills upgrading and training to increased autonomy of individuals and teams. Working time flexibility has the added advantage in that it can benefit both workers and employers: it gives workers more control over their work–life balance and allows companies to adjust more easily to changing economic circumstances. Eurofound research studied five companies in manufacturing and retail in Belgium, Hungary and the Netherlands. It found that national and sectoral factors play a big role in determining the use of certain types of flexibility. However, there is evidence that introducing new working time arrangements can improve productivity if it is well-planned, properly negotiated and in line with other company policies. The report examines working time flexible arrangements implemented in five companies of the retail and automotive sector in Hungary and Belgium and the Netherlands using the case study methodology. The main aim of this research was to explore and show whether and under what conditions working time flexible arrangements in companies are implemented and can increase productivity and at the same time preserve or improve quality of work in general and especially with regard to work–life balance.

A recent TNO study found that using social media at work encourages innovative, active work behaviour among Dutch employees but does not increase emotional exhaustion due to information overload. Researchers discovered that social media use favoured innovative work most if its use was not in the context of company-wide information and communication technology (ICT) such as workflow or enterprise resource planning (ERP) software, which standardise work practices.

Based on the Netherlands Working Condition Survey (NWCS), this report exaines working conditions in the retail sector in the Netherlands. It concludes that the retail sector is a sector in which many young employees work. These employees often work part-time and have a temporary contract. The retail sector does worse on the traditional ergonomic risk factors, but generally better on the psychosocial risks, with the exception of unwanted behaviour from third parties (i.e. not colleagues but clients, patients, passengers etc.). Intimidation, bullying as well, such as physical violence by third parties are overall more common in the Dutch retail sector. Age discrimination is also more common in retail. This is also reflected by the actions taken by the government and the social parties that for a large part focus on the reduction of violence and crime in the sector.

The need for evidence-based solutions to the problem of work-related stress among employees in the Netherlands is increasing. Research institute TNO suggested that managers might learn about the issue by playing a specially designed game based around work-related stress. This led to the development of The Engagement game which, it is hoped, people in leadership roles will use to explore how to stimulate workers’ enthusiasm, and better manage work-related stress.

Data from the Netherlands Working Conditions Survey 2010 indicate that a quarter of Dutch employees worked overtime as part of their normal working week, about a quarter regularly worked evenings and nights, and about 30% regularly worked at weekends. The data also show that 13% of Dutch employees regularly worked shifts in 2010. Working irregular hours had several negative outcomes, contributing to emotional exhaustion and increased numbers of accidents at work.

Available data from the Netherlands show no clear evidence that workers are participating more or less in internal or external training provided or supported by the enterprise during the economic crisis period than before. An exception is the group of young workers who participated significantly less in external education in 2008-2009 than before. Neither there is clear evidence that the profile of employees engaged in training activities is changing. Important measures that are identified to stimulate training and qualification in times of crisis are short-time working/ partial unemployment, education premium, subsidy for an experience certificate, tax reduction for education, sectoral projects and the introduction of regional mobility centers. According to the social partners existing measures are sufficient but the usage and implementation can be improved.

Absenteeism in the Netherlands rose steadily in the 1960s and 70s, driven by legislation that made it attractive for employees to take long-term sick leave. Changes in laws on absenteeism and disability seem to have been a driving force behind the fall in rates since the early 1980s and employers have become more active in encouraging workers to return. The workplace itself seems to be a cause of sickness, so more measures are needed to make the working environment healthier.

Researchers in the Netherlands have been examining to what extent workers are modifying their hours to cope with high levels of work-related emotional exhaustion. Findings reveal that most full-time employees would prefer a cut in their hours, with those reporting emotional exhaustion wanting a larger reduction in their working week. By contrast, most employees with part-time contracts would like to increase their hours, with the preferred increase being larger in those with low levels of emotional exhaustion.

The quality of work in the Netherlands remains quite stable, with a small increase in exposure to time pressure. Despite the stable working conditions, fewer workers feel that protective measures are needed. Changes in work disability regulations have led to far fewer workers dropping out of employment due to disability. However, it appears that some employees with health issues voluntarily choose to leave the workforce.

In the Netherlands there are no recent data on alcohol consumption or drug use at work. As far as there are data, they are quite old (2003) and from one single study. The data that is more recently collected reflect habitual alcohol consumption and drug use. Recent data suggest that alcohol consumption and drug use are relatively low in people with paid work. Unemployed and students, mainly men, are much more of a risk group. Sectors with relatively high alcohol consumption are horeca, building & construction, agriculture and social and other services. No sector information on drug use (at work) is available. The Netherlands has no specific legislation or other national initiative regarding alcohol consumption or drug abuse. The building & construction sectors does not pay attention to alcohol consumption or drug use. The transport sector is a little more active regarding the use of alcohol. Regarding prevention a literature study in the Netherlands (not just based on Dutch literature though) concluded that prevention of alcohol consumption is quite effective, except for those preventive actions that were implemented through the worksite.