Sustainable employability
Sustainable employability

Sustainable employability: everything you need to know

Sustainable employability is a term that is coming up more and more often. But what does it actually mean? And why is it so important? We tell you all about it. Discover why improving sustainable employability is the key to a future-oriented and successful organization.

Directly to:

What is sustainable employability?

Sustainable employability is often seen and described in the workplace as follows: the extent to which employees want (motivation) and are able (workload) to continue working, whether or not with the same employer (employability), until retirement age and with the ability to have control over this themselves(personal leadership).

Why is sustainable employability important?

Being at work is important. Work not only provides us with income, involves us in society. Work gives utility and meaning to life. Promoting sustainable employability in the workplace is therefore very important. When employees are sustainably employable, they experience more job satisfaction, a higher degree of vitality and pay more attention to their personal development. It also ensures that they are less absent than employees who are not. This is because the engagement, sense of responsibility and commitment of sustainably employable personnel is much higher. And the fewer employees who are absent, the more money you save. Also, sustainably employable employees are fitter and more motivated. As a result, they experience more job satisfaction and labor productivity increases.

Employer benefits

There are several benefits for employers to invest in sustainable employability, including:

  • Less turnover
  • Increased employee job happiness
  • Increased productivity
  • Better image
  • Less absenteeism
  • Increased profitability

Employee benefits

Sustainable employability is often looked at from the employer's perspective. But just as important are the benefits to employees:

  • More job happiness
  • Less stress
  • Increased productivity
  • Higher vitality
  • Room for development
  • More social security

10 elements of sustainable employability

When organizations start working on sustainable employability, it is often done using 10 elements:

A Organizational culture we call "healthy" when employees do meaningful work, experience freedom and receive appreciation. A good complement is when staff provide each other with honest feedback by engaging in conversation.

Personal leadership means taking control of your own life. Personal leadership is also about how happy you are and whether you dare to take steps to become (even) happier.

Vitality is the degree to which employees feel good at work.

Strategic HR is a way of HRM in which HR practices are aligned with the strategic objectives of the organization.

To keep employees sustainably employable, it is important that they continue to develop and keep up with changes.

The degree of social security an employee experiences has a major impact on his or her behavior within the organization. The government provides a certain level of social security, but strategic HR can play a role in this as well.

Employees who experience job happiness are generally more vital, more motivated and more engaged in their work.

Engagement occurs when employees enjoy their work and take pleasure in what they do.

Ownership is feeling responsibility and taking responsibility. It is a form of intrinsic motivation.

Productivity is the ability to do a certain amount of work in a certain amount of time. It is determined by the efficiency and effectiveness with which employees work.

10 elementen van duurzame inzetbaarheid

Sustainable employability for specific target groups

It is hard work for every employee to remain sustainably employable themselves. But a few target groups have specific challenges that make this just a little more difficult.

Target group 1: older employees

Older employees, specifically in the age group of 50 years and older, are an increasingly large group in the labor force. These employees have a great deal of experience and knowledge, but at the same time they also face increasing physical or mental limitations.

Challenges
Challenges for this target group include increasing physical and mental strain, lower employment, and a greater need for continuing education to maintain digital skills.

Solutions
Opportunities to solve these challenges is by offering flexible working hours so that energy is better distributed, making ergonomic adjustments to reduce physical strain and offering training and courses to keep their digital skills up to date.

Target group 2: younger employees

The target group of younger employees, also known as the Millennials and Generation Z, are often seen as the innovators of organizations. They are focused on good work-life balance, personal growth and making social impact.

Challenges
Challenges for this target group are the lack of work experience and uncertainty about career choices. In addition, they experience high pressure to perform in a competitive job market.

Solutions
Solutions to these challenges include offering coaching to help with their career choices, flexible and hybrid work models to promote work-life balance, and creating a feedback culture that puts learning at its core.

Target group 3: physically demanding occupations

There is an increasing demand for workers in construction, healthcare and manufacturing, but these occupations are also very physically demanding and have a major impact on sustainable employability.

Challenges
Challenges for this target group to remain sustainably employable are that the high physical load can lead to physical complaints, long-term health problems and eventually absenteeism. In addition, there is a lack of opportunities for physically demanding work and too little attention to preventive health care to counteract this.

Solutions
Options to counter these challenges include the use of ergonomic tools (think lifting aids or exoskeletons), work schedules with multiple rest periods and preventive health checks and care.

Target group 4: knowledge workers

Knowledge workers, think IT specialists, scientists and consultants, often work in a mental environment where less attention is paid to physical health. Although the work is often less physically demanding, it can be perceived as mentally demanding.

Challenges
Challenges for this target group are that prolonged sitting and screen use lead to health problems, the high cognitive load may result in stress or burnout, and there may be a use for exercise and social interaction when this target group works a lot from home.

Solutions
To keep this target group sustainably employable, you can encourage exercise, promote digital detox and plan team activities that bring the two together and bond with colleagues.

Sustainable employability: real-life examples

Many organizations work with an organization or health and safety service provider to promote the sustainable employability of their employees. This applies to companies in a variety of sectors, such as the constructionthe education and the healthcare. Whether it is small and medium-sized enterprises (SMEs) or large multinationals, the support of an external party can be valuable for organizations of all sizes. Below we highlight two examples.

Example for the cleaning industry

An example of a collaboration in the field of sustainable employability is a partnership between a trade association in the cleaning sector and an all-round health and safety service provider. They offer support and guidance to both (absent) employees and employers.

When it comes to an SME organization within the cleaning sector, this health and safety service provider offers an all-in package. They relieve employers in case of absenteeism, but even better, they come to your company preventively. The health and safety service provider does this by, among other things, advising on PAGO, RI&E, confidential advisor, deployment in conflict situations, preventive advice by a psychologist and HR advice. The experts deploy these services where and when necessary, which ensures an integral approach to sustainable employability, tailored to the specific needs of the cleaning industry.

Example for the healthcare industry

In the healthcare sector, where work pressure is high and burnout is a real risk, a medium-sized regional hospital has set up an innovative partnership with a specialized occupational health and safety service. Together they are putting in place different forms of services to intervene in 4 phases: prevention, early intervention, reintegration and (long-term) absenteeism. The goal of this collaboration is to improve the sustainable employability of healthcare personnel and reduce absenteeism.

The following components and interventions can be used at the stages:

  1. Prevention:
    • Regular workshops on stress management and work-life balance
    • Ergonomic workplace analyses to reduce physical strain
    • Health screenings to detect work-related diseases quickly
  2. Early intervention:
    • Quick access to psychological support at first signs of overload
    •  Access to a confidant to quickly de-escalate situations
    • Coaching programs for executives to recognize early signals
  3. Reintegration:
    • Multidisciplinary approach to long-term absenteeism, including physical therapy and occupational health advice
    • Gradual work resumption with adapted tasks
    • Career counseling and coaching to encourage employee development
    • Aftercare program to prevent relapse
  1. (long-term) Absenteeism
    • File control so that applications to the UWV or other agencies are submitted in a timely manner.
    • When reintegration within one's own organization is not possible, support during the search for a new employer
    • Wage-value advice in the event of long-term changed workload capacity

How do you realize sustainable employability?

Sustainable employability is a valuable investment in the future of your employees and the organization, but how can you get results on something that seems so intangible? Yet it is possible.

Verhoog de duurzame inzetbaarheid van uw medewerkers

1. Map the current situation

To get started effectively on promoting sustainable employability, it is crucial to understand the current situation within your organization. Therefore, start by collecting and analyzing both qualitative and quantitative data.

Quantitative measurement indicators include:

  • Absenteeism rates,
  • Training participation,
  • Employee satisfaction.

For qualitative insights, consider:

  • Employee interviews,
  • Focus groups,
  • Surveys.

Collecting and analyzing data provides insight into sustainable employability within your organization. Since performing such an analysis can be complex, you may choose to hire a specialist. This can provide a professional organization scan scan to map sustainable employability.

2. Create a customized policy

After a thorough analysis, you can develop a sustainable employability policy that meets the specific needs of your organization. Although the policy is not required by law, it is a strategic choice that will pay off in the long run.

An effective policy includes measures aimed at such things as:

  • Health
  • Vitality
  • Continuing education
  • Work-life balance
  • Working conditions

3. Implement and monitor the policy

After developing a customized sustainable employability policy, thoughtful implementation is critical to its success. Follow these essential steps to effectively put the policy into practice:

  1. Communicate the policy clearly to all employees
  2. Train executives in supporting sustainable employability
  3. Set concrete goals and KPIs
  4. Implement measures in phases
  5. Monitor progress regularly

Sustainable employability is a continuous process

Sustainable employability is a continuous process that requires constant attention and adjustment. Therefore, periodically evaluate the effects of the policy by collecting feedback and analyzing trends in the measurement indicators. Then adjust the policy where necessary. By approaching sustainable employability as a dynamic process, you create a resilient and future-proof organization.

Frequently asked questions about sustainable employability

What is a sustainable employability policy?

A sustainable employability policy consists of measures that ensure that employees become and remain sustainably employable. Implementing a sustainable employability policy is not a legal requirement, but rather a choice that organizations can make. The term "policy" may not be entirely appropria. It involves creating a positive organizational culture and fostering personal leadership. These are matters where there is no clear right or wrong, and where each organization can find its own path.

What is the role of the Works Council on sustainable employability?

The works council (OR) has an important role in promoting sustainable employability within a company. The Works Council can promote sustainable employability in the following ways:

  • Taking initiative: making proposals to increase sustainable employability.
  • Use right of consent: on important issues related to sustainable employability.
  • Advising the director: on topics related to sustainable employability.
  • Collaborate: with the director, HR, the occupational health and safety service and other stakeholders.
What does being employable mean?

Being employable means that a person is able and willing to perform his or her job. This means that a person is both physically and mentally healthy and has the right skills and knowledge.

Is there a grant for sustainable employability?

Until 2025 there is the Sustainable employability grant for companies and foundations. This means that companies and foundations can apply for subsidies for projects that increase the sustainable employability of their employees. The subsidy can also be used to allow older employees with heavy work to retire earlier.

Is a sustainable employability policy mandatory?

Implementing a sustainable employability policy is not a legal requirement, but rather a choice that organizations can make. Moreover, it is worth considering whether the term "policy" is appropriate. Sustainable employability goes beyond a formal policy. A positive organizational culture and the encouragement of personal leadership is something you want to promote as a company and where there is no clear right or wrong.

How can you measure sustainable employability?

Sustainable employability can be measured in many different ways, but at the same time is difficult to express in numbers. Measurement indicators for sustainable employability include absenteeism rates (both short-term and long-term), employee turnover time within the organization, and the extent to which employees participate in training and development programs. While these measurements provide important insights, sustainable employability goes beyond measurable statistics. Sustainable employability is something you feel and is different for everyone.

What is a sustainable employability budget?

The sustainable employability budget is a valuable tool for investing in the well-being and development of employees. It is a budget that is made available to give more attention to making and keeping employees sustainably employable in various ways. Through training for managers, improving workplaces and promoting awareness, organizations can create an environment in which employees can work optimally and remain sustainably employable.

The sustainable employability budget differs from the absenteeism budget in that it focuses on preventive measures and investments in employee well-being and development.

What is the difference between sustainable employability and vitality?

Sustainable employability and vitality are both terms used in the context of employee well-being, but they have different meanings.

Vitality is a component of sustainable employability. Vitality is the degree to which employees feel good at work, both physically and mentally. When they feel good, the chances are higher that they will reach retirement age healthily and sustainably.

Sustainable employability is the extent to which employees are willing and able to continue working until retirement age. The goal of sustainable employability is to keep employees employable on the labor market. Education, vitality and job satisfaction play a role in this.

In short, sustainable employability and vitality have different meanings, but they are connected. Vitality, which focuses on employee well-being and energy, is part of sustainable employability.

More sustainable employability

Learn more about sustainable employability and how to make it happen within your organization in our articles.

OUR THEMES

HEALTHY CORPORATE CULTURE
PERSONAL LEADERSHIP
STRATEGIC HR
VITALITY
CONTINUING EDUCATION
SOCIAL SECURITY
JOB SATISFACTION
ENGAGEMENT
OWNERSHIP
PRODUCTIVITY
Go to the top