Talking about health at work is not equally easy in every company culture. Many managers and HR managers would rather not get involved in employees' private lives. The subject is sensitive, and employees do not appreciate being patronised by their employer. At the same time, employers expect good performance, and most employees want to get the best out of themselves.
An employee is first and foremost responsible for their own health. But an employer has an interest in it too. According to the Dutch Social and Economic Council (SER), sustainable employability is about people staying at work healthy, happy and competent until they retire. SER And that cannot be taken for granted: according to the Netherlands Working Conditions Survey 2025, 21% of employees have burnout symptoms. Arboportaal The conversation about it needs a tailored approach, because every employee and every situation is different.
How do you make health a topic you can discuss at work?
- Have a clear vision on health and vitality. Know what you stand for as an organisation. That makes it easier to start the conversation. As an employer, you can expect employees to take care of their health. And as an employee, you can expect the organisation to take the lead and create the right conditions.
- Build a good relationship between manager and employee. Health is a personal subject. Without trust, it is unlikely that someone will be open to an honest conversation about health and lifestyle.
- Choose the right timing and setting. A performance or development review is a good moment to ask how someone is doing, what is on their mind and whether they feel fit and energetic. Friday afternoon drinks are less suitable. If a conversation does start there, follow it up later at a quieter moment.
What should you watch out for in the conversation?
The last thing you want is for an employee to feel hurt or become defensive. So pay attention to these points:
- Don't put the emphasis on reduced productivity. The conversation will quickly feel like criticism.
- Don't try to prove you're right and don't give orders. People only change their lifestyle if they want to themselves. According to self-determination theory, people stick to behaviour better when they choose it themselves than when it is imposed from outside. Self-Determination Theory Show that you are on the employee's side and want to look for a solution together.
- Don't look for someone to blame. Don't tell someone it is their own fault that they are in this situation.
- Choose your words carefully. Talking about energy and resilience feels less threatening than talking about being overweight or health risks. Yet those words can still take you to the heart of the matter.
Know when to refer
As a manager, you don't have to be a counsellor. Do you notice that there is more going on, such as prolonged fatigue or signs of burnout? Then refer the employee to the occupational health doctor, a confidential adviser or a coach. Your role is to open the conversation and show that you are there.
Take the lead as an employer
Health is a shared responsibility of employer and employee. But making it something you can talk about is a task in which you, as an employer, can set a good example. Don't be put off if it is not yet normal in your culture. That is exactly why it is worth changing. Create the right conditions, have sincere intentions and make it clear that you want to improve the situation together. Can people already talk about health in your organisation?
Also read: 5 tips for sustainably employable staff and tips for more vitality at work.
About this article: written by Lisa Huiskamp and updated by the editors of Alles over bevlogenheid.
