STRATEGIC WELLBEING PARTNERSHIP
Protecting your people.
Protecting your business.
A specialist bilingual workplace mental health support designed for the Dutch workplace context.
Structured 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 wage cost per employee on psychological sick leave
Before reintegration, replacement, or productivity loss
€14,000
Average absence due to psychological complaints
Longest absence category — longer than any physical complaint
63 days
ROI on workplace mental health investment
€1 invested returns approximately €4 in measurable organizational value
4 : 1
1 in 5
Employees in the Netherlands reported burnout symptoms in 2023 — nearly double the 2007 rate
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 — most organizations 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. Organizations without proactive psychological support in place typically absorb higher costs, longer absences, and reintegration failures.
€14,000
Average wage cost per employee on psychological sick leave
One prevented episode funds more than 9 months of the Starter tier — before accounting for avoided reintegration costs and UWV Loonsanctie risk.
Sources: TNO (2024) | Zoomer et al. (2025)
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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.
Your legal obligations under Dutch law
THE RISK YOUR ORGANIZATION ISN’T TRACKING
Unaddressed distress materializes as attrition, performance decline, and reintegration failure.
Attrition Risk
Internationally hired professionals without culturally competent psychological support leave within two years — or remain disengaged. Either outcome represents a direct loss on a hiring investment that typically runs 1.5–3× annual salary.
Performance Degradation
Unmanaged psychological load appears in output quality before it appears in performance reviews. The WHO estimates depression and anxiety cost the global economy $1 trillion annually, driven predominantly by presenteeism.
Compounded risk for expat staff
International professionals face heightened burnout risk due to cultural isolation and language barriers in accessing 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
Korean & English
Cultural competency
GENERIC EAP
Western-centric
TEA WITH KELLY
Korean & Dutch context specialist
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 & 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
Dutch employment law fluency
GENERIC EAP
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.
Three tiers, scaled to your team size. All include bilingual delivery, monthly utilization reporting, and a 30-day written termination clause.
Prevention-first investment — structured for corporate budgets.
PARTNERSHIP INVESTMENT
STARTER
<15 employees
From €100 per employee at 15-person team
Pilot & Small Teams
€ 1,500
10 sessions/month pool
Up to 5/employee/year
Online · Korean & English
GROWTH
15–40 employees
From €80 per employee at 40-person team
Mid-size Teams
€ 3,200
20 sessions/month pool
Up to 5/employee/year
Online · Korean & English
Priority scheduling
PARTNERSHIP
40+ employees
From €65 per employee at 100-person team
Dedicated full Support
€ 6,500
40 sessions/month pool
Up to 5/employee/year
Online · Korean & English
24-hour fast-track response
Annual HR reintegration advisory
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 (average cost: €14,000) funds more than 9 months of the Starter tier — before accounting for avoided reintegration costs, productivity recovery, and UWV Loonsanctie risk eliminated.
Sources: TNO (2024) | Zoomer et al. (2025)
SERVICE DELIVERY
Structured for corporate environments.
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A structured, evidence-focused approach integrating CBT principles, solution-focused methodology, and mindfulness practices within a brief, EAP-aligned corporate engagement model.
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Sessions are available in Korean or English, depending on preference.
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All individual session content remains confidential and is not shared with employers. Where relevant, anonymised organisational insights can be provided.
“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, Psychologist NIP®
Request a 30-minute conversation.
No obligation. A direct conversation to determine whether this partnership is the right fit for your organization.