Protecting your people.
Protecting your business.
STRATEGIC WELLBEING PARTNERSHIP
A specialist workplace mental health practice for international and Korean employers in the Netherlands, designed to intervene before burnout escalates and before legal obligations become costly.
Reduce burnout liability and the cost of long-term absence
Ensure compliance with Dutch sick leave reintegration law through early psychological intervention
Protect your investment in internationally hired talent
Average employer absence cost per employee linked to psychological and work-stress complaints, before reintegration, replacement, or productivity loss.
€14,000
Average absence due to psychological complaints, the longest absence category, longer than any physical complaint.
63 days
ROI on workplace mental health investment.
Every €1 invested returns approximately €4 in measurable organisational value.
4 : 1
Employees in the Netherlands reported burnout symptoms in 2023, nearly double the 2007 rate.
1 in 5
Sources: Chisholm et al. (2016) | Houtman et al. (2025) | TNO (2024) | Van Dam, L. M. C., Pleijers, A. J. S. F., Hulsegge, G., & Van den Heuvel, S. G. (2025) | WHO & ILO (2022) | Zoomer et al. (2025)
Dutch employment law creates substantial employer liability, and most organisations are under-prepared.
THE FINANCIAL CASE
When a member of your team goes on sick leave, the financial and compliance exposure is immediate. The Wet verbetering poortwachter framework mandates a structured response from week one. Organisations without proactive psychological support in place typically absorb higher costs, longer absences, and reintegration failures.
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Sick leave creates a legally required wage continuation obligation for up to two years, which can become a significant and prolonged cost exposure for employers when recovery or reintegration is delayed.
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Employers are expected to actively manage reintegration from day one, with formal documentation required within weeks; gaps in this process can quickly accumulate into compliance pressure and administrative burden.
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Employers rely on structured involvement of the company doctor and occupational health system to guide return-to-work decisions, and delays or misalignment in this process can slow recovery pathways and prolong absence.
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If reintegration efforts are judged insufficient by the UWV (Employee Insurance Agency), employers may face an additional year of wage continuation, making process quality and documentation a key financial and legal risk factor.
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Mental health-related absence as a primary driver of long-term sick leave in the Netherlands.
THE RISK YOUR ORGANIZATION ISN’T TRACKING
Unaddressed distress shows up as attrition, performance decline, and reintegration failure.
Attrition Risk
Internationally hired professionals without culturally competent psychological support often leave within two years, or stay and disengage. Either outcome is a direct loss on a hiring investment that typically runs 1.5 to 3 times annual salary.
Performance Degradation
Unmanaged psychological load shows up in output quality before it appears in performance reviews. The WHO estimates depression and anxiety cost the global economy one trillion dollars a year, driven predominantly by presenteeism.
Compounded risk for expat staff
International professionals face heightened burnout risk from cultural isolation and language barriers when trying to access support.
Sources: Houtman et al. (2025) | Kelloway et al. (2023) | WHO & ILO (2022)
A direct comparison with generic EAP providers.
WHY SPECIALIST MATTERS
No generic EAP can replicate a practitioner who is credentialed, bilingual, and Dutch-law fluent by design.
Language of delivery
GENERIC EAP
English only
TEA WITH KELLY
English · Korean
Cultural competency
GENERIC EAP
Western-centric
TEA WITH KELLY
Cross-cultural by design, with Korean and Dutch depth
Access speed
GENERIC EAP
Phone call → referral → registration
→ 5-15 days wait
TEA WITH KELLY
No referrals. Same-day access when needed.
Pricing model
GENERIC EAP
Per employee per month.
Provider profits when fewer uses it.
TEA WITH KELLY
Usage-based, with an annual cap per employee
Practitioner credential
GENERIC EAP
No consistent standard
TEA WITH KELLY
NIP® · MSc Psychology
Corporate background
GENERIC EAP
Not offered
TEA WITH KELLY
13+ years global corporate HR
GENERIC EAP
Dutch employment law fluency
Not offered
TEA WITH KELLY
Fluent in Dutch sickness absence & reintegration (Poortwachter)
This is not a counseling subscription — it is a strategic wellbeing partnership with credibility.
Prevention-first investment, structured for corporate budgets.
PARTNERSHIP INVESTMENT
Three tiers, scaled to your team size. All include bilingual delivery, monthly utilization reporting, and a 30-day written termination clause.
STARTER
Under 15 employees · pilot and small teams
€ 1,500
From €100 per employee at a 15-person team
10 sessions/month pool
Up to 5/employee/year
Online · English & Korean
GROWTH
15 to 40 employees · mid-size teams
€ 3,200
From €80 per employee at a 40-person team
20 sessions/month pool
Up to 5/employee/year
Online · English & Korean
Priority scheduling
PARTNERSHIP
40+ employees · dedicated EAP support
€ 6,500
From €65 per employee at a 100-person team
40 sessions/month pool
Up to 5/employee/year
Online · English & Korean
24-hour fast-track response
Annual HR reintegration advisory
Larger or multi-site organisations: custom partnerships available on request.
All rates exclude 21% VAT and are fixed for the duration of the agreement. Full terms available on request.
The business case in one line: one prevented psychological sick leave, at an average cost of €14,000, funds more than 9 months of the Starter tier, before accounting for avoided reintegration costs, productivity recovery, and eliminated UWV Loonsanctie risk.
Sources: TNO (2024) | Zoomer et al. (2025)
SERVICE DELIVERY
Structured for corporate environments.
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My practice is designed for the realities of corporate environments. The work is structured, time-bounded, and focused on measurable change rather than open-ended processing, which makes it suitable both for the individuals I support and for the organisations whose absence, reintegration, and retention numbers ultimately depend on the same outcomes.
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I draw on cognitive behavioural therapy (CBT) principles, one of the most extensively validated frameworks for anxiety, burnout, and mood-related challenges, alongside mindfulness-based methods that support emotional regulation under sustained pressure. Each engagement is shaped to its context. The professional and cultural environment is always part of the case.
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Your EAP and arbodienst handle breadth. This practice handles depth: bilingual support for Korean and international staff, sick leave reintegration under the Wet verbetering poortwachter, cross-cultural burnout, and the senior cases a generic platform is not built to reach. Running the two together lowers the cost of long absences, shortens reintegration timelines, and gets specialist attention to the cases that quietly drive your largest exposure.
“Workforce wellbeing is not a benefit; it is a risk management strategy. The organizations that act early spend less, retain more, and reintegrate faster.”
Kelly Kim, NIP-registered psychologist
Book a complimentary consultation.
No obligation. A direct conversation to determine whether this partnership is the right fit for your organization.