To increase its agility, a.s.r. is focusing significantly on sustainable employability and the vitality of its employees, as well as the continuous development of knowledge and skills.
Sustainable employability
Through In Motion (In Beweging), an approach developed by a.s.r., all a.s.r. employees can work on increasing their market value. They can make use of a specific budget to follow courses that are not directly function-related but contribute to their sustainable employability. Employees affected by a reorganisation can activate a special development budget through a.s.r.'s social plan (Het Andere Plan), enabling them to take the next steps in the job market.
Vitality and absenteeism1
a.s.r. places significant emphasis on physical and mental health. Employees can participate in a vitality scan, that is taken out every 1.5 years and an annual health check. To work on their physical and mental health, they have access to a wide range of training and workshops. To maintain a good work-life balance, a.s.r. offers time- and place independent working. Healthy home working is facilitated through a workplace check, a home working allowance, and the provision of workspace equipment.
By 2024, the absentee rate has increased to 4.5% (2023: 4.1%). At Aegon NL, the absence rate was higher than at a.s.r. The rising trend is a logical consequence of a company in transition. Interestingly, seasonal influences were less visible in 2024. Absenteeism remained relatively high throughout the year. This is due to an increase in long-term absence (> 6 weeks).
In 2024, short-term absenteeism (0 to 7 days) accounts for 17.3% (2023: 19.5%) of total absenteeism. However, extra long-term absenteeism (>365 days) has increased in 2024 to 13.9% (2023: 11.6%). Psychological absenteeism accounts with 55% for the largest share of long-term absenteeism.
The percentage of employees who did not report sick (nil absenteeism) was 56.2% (2023: 56.0%).
In 2024, managers gained access to an interactive absenteeism dashboard that provides extensive insights into the historical and current absenteeism of a team and the associated costs, and it also makes absenteeism predictions. The aim of this dashboard is to raise awareness about absenteeism and to provide managers with tools to prevent manageable absenteeism.
- 1Section 3.2.3 Vitality and absenteeism is in scope of CSRD and limited assurance (ESRS S1).