Employee vitality and sickness absence

Sickness absence

In 2024, the sickness absence rate was 4.1% (2023: 4.4%, target 4.3% max). In the first half of the year, the moving sickness absence rate remained virtually flat at or around 4.4%. In the second half of the year, it dropped gradually to 4.1% by December.

    Sickness absence rate 

Improved absence management

On top of the Preventive Employability Consultations with an ongoing focus on further development and optimisation of the ‘Eigen Regie’ self-management model, we launched internal workshops in 2024 to help managers improve how they manage sickness absence among their team members. We organised these workshops on four occasions, with a total of 34 managers taking part. 

Primary responsibility for managing sick employees lies with Alliander’s managers. Sick employees can count on support from internal prevention and sickness absence specialists. In 2024, we also procured a sickness absence tracking system to further improve our absence management capability. This tracking system is an application that helps managers monitor and follow up on sickness absence cases in a way that is efficient, time-contingent and compliant. 

Employees with a specific need, whether it be preventive or curative, can turn to one of the intervention providers at Alliander’s group health insurer Zilveren Kruis. In 2024, 545 employees used the available interventions.

Sustainably Fit

Both today and in the future, Alliander gives employees the opportunity to be physically fit, mentally relaxed and socially connected, so that they can enjoy their job and feel energised in their free time. An effective and productive organisation starts with employees who are employable for the long term: committed, motivated and both mentally and physically fit. At Alliander, we have been working to boost our employees’ sustainable employability for years, including through coaching and programmes promoting physical fitness. There was, however, room for improvement when it came to how easy these programmes were to find. This is why we introduced a new brand name: ‘Duurzaam Fit’ (Sustainably Fit). Under this name, we have further strengthened our vision on and topics around sustainable employability.

  • Physically Fit.

  • Mentally Relaxed.

  • Socially Connected

By bringing it all together under the Sustainability Fit banner, we are raising the profile of our offering, making it easier for employees to find the tools and support that will help them stay employable for the long term. Together we work to ensure a healthy, connected and energetic work environment.

Sustainably Fit Coach

In late September 2024, we launched the Sustainably Fit Coach that gives employees access to low-threshold coaching without having to go through their manager. Provided by an occupational psychologist, the coaching itself is for a maximum of three hours, either over the phone or on Teams, starting as soon as four (working) hours after the employee requested it. After only 24 hours, the full budget earmarked for these coaching sessions had been used up. In 2024, a total of 79 employees signed up for sessions with a Sustainably Fit Coach. 

Future Leader Board

Young employees in conversation with the Management Board

The Future Leader Board was formed in 2023 as a new body in Alliander's governance set-up. Seven young employees sit on the Future Leader Board and engage in quarterly discussions with ExCo and Management Board members about current administrative issues or current topics that they themselves have put on the agenda. Through this board, Alliander ensures that the voice of young people, who are our future, is represented in decision-making. Last year, the Board:

  • Organised participatory sessions at various offices to engage with young people. These sessions were instrumental in forming a picture of the views at grass roots level, so that they could be addressed in the board meetings.

  • Contributed to a new mobility policy, a scheme for partial repayment of student debt via Alliander, a new buddy system, sustainable and healthier meals in company restaurants, and we are in discussion about setting up a relaxation area at various offices.

  • Organised four board meetings with the ExCo. We talked about the energy vision, generational differences in the workplace, the workplace of the future, long-term employability and transformation in supply chain management.

During the past 1.5 years, we have built a strong foundation for the Future Leader Board. In 2025, we will step down in favour of a new, second team of Board members.

On behalf of the Future Leader Board,
Daphne van Paridon (chair)