Example C · Basis · 5 pages Fictional business, website by SGS · Why does this site work? · also Example A · Example B · Example D · ← all examples · Nederlands

New clients from 2 November

Phone hours Tue and Thu 08:30–10:0006 12345678 Arrange an introductory meeting

Bureau Mensenwerk Services

How I help you

Four services, always the same adviser. You can hire me for a one-off question, a sickness case or as your regular HR adviser. All without jargon, with a price up front.

Portrait of Brigitte, a fifty-year-old woman with short grey-blonde hair, glasses and a navy jumper, at the canteen table of a small company, morning sun through the canteen window, coffee mug and open notebook in front of her, looking warmly and directly into the camera
No idea which service suits you? Tell me your situation and I will work it out.Brigitte

“Can I just give you a call, even for something small?”

HR on call

One adviser who knows your people by name. You can always call.

You don't need an HR department, just someone who picks up when you call. With HR on call you get one adviser who knows your people and your cao (collective labour agreement). You call or email with your question and have an answer the next working day. Once a quarter we go through the list together: contracts ending, conversations coming up, absence.

What you get from me

  • Regular adviser with their own phone number
  • Answer within one working day
  • Quarterly meeting at your table
  • Cancel monthly

What comes up in a typical month

  • MonA driver calls in sick: what do you say on the phone?
  • WedChecking a job ad for a second engineer
  • ThuPhone hours: can I refuse leave in the summer?
  • FriContract for an intern who is staying: what changes?

Available as an interim adviser from 2 November, a day or two a week at your office or workshop.

The best HR question is the one you ask before you send the letter.

“My employee is ill. What do I need to do this week?”

Absence support

From the first day of illness to week 104, with no missed deadlines.

When someone is ill, a clock starts running. Miss a deadline under the Wet verbetering poortwachter (the Dutch Gatekeeper Act), and the UWV (the Dutch benefits agency) can make you pay an extra year's wages. I keep the file up to date, prepare the conversations with you and liaise with the company doctor. You stay the employer, I make sure it is all in order.

What you get from me

  • Problem analysis and plan of action on time
  • Preparing conversations together
  • A file the UWV accepts
  • Liaison with company doctor and occupational health service

The 104 weeks, and what is due when

  1. Day 1Sick reportYou report the employee sick to the occupational health service or company doctor.
  2. Week 6Problem analysisThe company doctor writes down the complaints and what is still possible.
  3. Week 8Plan of actionYou and your employee agree what the return to work looks like.
  4. Week 42Report to the UWVBy now at the latest you report the illness to the UWV.
  5. Week 52First-year reviewLooking back together: is the plan working, or does it need to change?
  6. Week 91WIA applicationThe employee applies for a disability benefit, with your reintegration report.
  7. Week 104End of continued payTwo years on your duty to pay wages ends, if the file is in order.

I handle the file. You simply stay the employer who calls to ask how things are going.

“Can I extend this contract one more time?”

Employment law in practice

Contracts, probation and parting ways, neatly on paper.

Most employment law questions are not a court case, but a matter of sending the right letter on time. I write your contracts, keep an eye on the chain rule and the notice of renewal, and guide a departure by mutual agreement. If it really turns legal, I bring in an employment lawyer I have worked with for years.

What you get from me

  • Tailor-made employment contracts
  • Chain rule and notice duty monitored
  • Guidance on a settlement agreement
  • Lawyer brought in if it turns legal

Three rules every employer should know

  1. Chain rule. After three fixed-term contracts or three years the next contract is permanent.
  2. Notice duty. For a contract of six months or longer you confirm in writing at least a month before the end whether it continues.
  3. Transition payment. In a dismissal initiated by the employer you pay a third of a month's salary per year of service.

A departure by mutual agreement costs less than a court case. Usually less sleep too.

“There are twenty of us. What do I need on paper?”

HR policy in order

A handbook, conversations and agreements people actually read.

When your company grows, you want everyone to know where they stand. I start with an HR check: what is arranged and what is missing? Then together we write a jargon-free staff handbook, a regular round of conversations and a good first working day for new people.

What you get from me

  • HR check with report
  • Staff handbook in plain language
  • Review cycle tailored to your company
  • Onboarding for new people

What I look at in the HR check

  • Employment contracts and end dates
  • Personnel files and GDPR
  • Absence protocol and occupational health contract
  • Risk assessment (RI&E)
  • Leave, overtime and the cao
  • Performance reviews
  • First working day for new people
  • Confidential adviser and complaints procedure

The report is one A4 page: what is right, what is urgent and what can wait.

A staff handbook nobody reads is just paper.

Meeting costs nothing and takes an hour. I come to you, or we do it by phone. I have room for new clients again from 2 November.

Arrange an introductory meetingor call 06 12345678