How Employers Are Combatting Higher Stress-Related Absence Among Women

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Women in the Netherlands are experiencing higher rates of stress-related illness, prompting some employers to implement targeted workplace interventions, according to a report by EenVandaag. The national health outlet cited data from the National Institute for Public Health and the Environment (RIVM), which found that women accounted for 62% of stress-induced sick leave in 2025, compared to 38% for men.

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Stress-Related Absences Rise Amid Workforce Challenges
The RIVM analysis, published in July 2025, tracked absenteeism trends across 12 sectors, including healthcare, education, and finance. Stress-related illnesses, defined as conditions linked to chronic work pressure such as anxiety, burnout, and cardiovascular strain, saw a 15% increase between 2023 and 2025. Women in healthcare roles reported the highest incidence, with 41% citing work-related stress as a primary factor in their absence.

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“Stress is no longer just a personal issue—it’s a systemic risk for organizations,” said Dr. Liesbeth van den Berg, a occupational health researcher at the University of Leiden. “The data shows that women, who often juggle multiple responsibilities, are disproportionately affected.”

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Employers Adopt Flexible Measures to Mitigate Impact
In response, several companies have introduced policies aimed at reducing workplace stress. The healthcare provider ZorgVest, for example, launched a pilot program in early 2025 offering mental health days, flexible working hours, and access to counseling services. Early results, shared with EenVandaag, showed a 28% reduction in stress-related absences among participating staff.

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Similarly, the education sector has seen initiatives like the “Mindful Schools” project, funded by the Dutch Ministry of Education. This program trains teachers in stress management techniques and prioritizes workload redistribution. A 2025 evaluation of 50 participating schools found that 73% of educators reported improved well-being, though 42% noted challenges in sustaining the changes without additional resources.

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Gender Dynamics and Workplace Culture Under Scrutiny
Experts point to cultural and structural factors contributing to the disparity. A 2024 study by the Dutch Association for Psychology found that women are more likely to internalize stress and less likely to seek help due to stigma. “There’s a double burden for women—professional demands combined with societal expectations about caregiving,” said Dr. Anke Jansen, a sociologist at Utrecht University.

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The report also highlighted that 68% of women in the workforce feel pressure to overachieve, compared to 54% of men. This aligns with findings from the European Agency for Safety and Health at Work, which noted that gender-based stressors are often overlooked in standard workplace risk assessments.

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Calls for Broader Policy Reforms
While employer-led initiatives show promise, advocates argue systemic changes are needed. The Dutch Nurses’ Union (Nederlandse Verpleegkundigenbond) has called for mandatory stress audits in all organizations, citing the RIVM’s 2025 report that linked unaddressed workplace stress to a 22% rise in long-term disability claims.

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“Without policy-level interventions, these efforts will remain fragmented,” said union spokesperson Martien van der Meer. “We need regulations that prioritize mental health as seriously as physical safety.”

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Challenges in Measuring and Addressing Stress
Despite growing attention, measuring stress-related health outcomes remains complex. The RIVM acknowledges that self-reported data may undercount cases, as individuals often attribute symptoms to “normal” work pressure. Additionally, there is no standardized metric for evaluating the effectiveness of workplace wellness programs.

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Dr. van den Berg emphasized the need for longitudinal studies. “We’re still learning how to define and quantify stress in a way that reflects real-world experiences,” she said. “What works for one sector may not translate to another.”

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Looking Ahead: Balancing Prevention and Practicality
As companies continue to refine their approaches, the focus remains on balancing preventive measures with operational realities. The Dutch government has announced plans to allocate €50 million in 2026 for workplace mental health initiatives, though critics argue the funding is insufficient given the scale of the issue.

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For now, the emphasis is on expanding access to resources. “Stress isn’t a sign of weakness—it’s a signal that something needs to change,” said van der Meer. “The goal isn’t just to reduce absences, but to create environments where everyone can thrive.”