Work pressure can be extremely high. This regularly leads to friction in the workplace and can in serious cases lead to employment conflicts and burnout.
Meeting tight deadlines, facing looming reorganizations, navigating tense workplace atmospheres - work pressure at some companies can be extremely high.
This in turn regularly leads to friction in the workplace: disagreements and heated discussions don't benefit the atmosphere. In serious cases, this can lead to an employment conflict, which in turn can contribute to burnout.
Organizational and interpersonal conflicts should be addressed at their roots as quickly as possible to prevent employment conflicts before or after burnout.
Whether an employment conflict contributed to burnout or arose after it, one thing is clear in most cases: the warning signs are noticed far too late.
Stress and tension often build gradually without being addressed. A workplace disagreement or employment conflict can then become the tipping point.
Employees affected by burnout are often people who keep things to themselves, with a strong work ethic and perfectionist tendencies.
Many employees report sick due to workplace tensions and employment conflicts. If burnout is involved, this can mean an extended period of absence from work. Early intervention is crucial.
It's important to indicate in time that things aren't going well. In consultation with your employer and the occupational physician (bedrijfsarts), it can be assessed whether sick leave is appropriate.
Under Dutch law, situational incapacity for work (situatieve arbeidsongeschiktheid) occurs when you're not medically ill, but due to the employment conflict you temporarily cannot function in the current work situation.
This means there's no medical diagnosis, but that due to the work situation you're temporarily unable to function. Elsewhere or under different circumstances you might be able to work.
Is there an employment conflict before or after burnout? Then your employer may push for dismissal. A frightening situation. On top of these complaints, you don't want the uncertainty about your job as well.
Under Dutch employment law, a statutory dismissal prohibition (opzegverbod) applies in case of illness. With situational incapacity for work, there is no medical illness and this prohibition doesn't automatically apply, making it extra important to have your position properly assessed.
In case of illness, the dismissal prohibition generally applies for up to two years, provided you cooperate with your reintegration. The occupational physician (bedrijfsarts) assesses whether there is medical illness or situational incapacity.
Under Dutch law, a statutory dismissal prohibition applies during illness. Your employer generally cannot dismiss you due to illness during the first two years.
Note: with situational incapacity for work, there is no medical illness and different rules apply. Get proper advice about your specific situation.
In many cases, you hear that an employment conflict was one of the causes of burnout, but the reverse can also be true. When you're recovering from burnout and at some point can cautiously return to work, this can also lead to problems.
Employers may be concerned about the costs and duration of absence, which can cause tension in the reintegration process.
Colleagues may consciously or unconsciously be accusatory; after all, they had to take on the extra work all that time.
Upon return, you usually don't work at full capacity from day one. Different views about your workload can lead to friction.
Employment conflicts during burnout recovery are more common than many people realize, and workplace stress-related issues have been increasing in recent years.
Employment conflict after burnout also arises because an employer has interests that conflict with yours. An employer who fears the financial consequences often tends to 'push' the reintegration process.
If you indicate your limits, they may be inclined to think you're taking advantage of the situation. On the other hand, you may feel that your employer is looking for reasons to get rid of you.
Are you in such a situation? Contact us for guidance.
At LegalBacking, we stand 100% on the side of the employee. We guide you through employment conflicts related to burnout.
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