Support from the Organization
Psychological and Psychosocial Support
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Employee Assistance Programs
A trusted place for psychosocial guidance related to work and personal situations. -
Psychological Care
Internal or external psychologists, often (partially) reimbursed by the organization. -
Coaching
Support for personal development, leadership questions, or resilience recovery. -
Aftercare
Support following impactful situations, such as boundary-crossing behavior or reintegration.
Financial and Legal Support
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Budget Coaching
For employees with financial worries, debts, or stress. -
Legal Advice
Internal or external support in labor conflicts or complex situations.
Addiction, Lifestyle, and Well-being
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Preventive Health Programs
Focused on physical, mental, and social health. -
Addiction Support
For employees with questions or concerns about substance use or behavioral addiction.
Interpersonal Support
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Mediation and Conflict Resolution
For (potential) escalation between colleagues or departments. -
Confidential Advisors Network
For sparring, co-reflection, or peer consultation. -
HR Support
For questions about policy, employment conditions, and work relationships.
Development and Prevention
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Training & Workshops
On topics including social safety, accountability culture, inclusion, and stress prevention.
Support from External Organizations
Psychosocial and Trauma Care
- Dutch Sexual Violence Center: centrumseksueelgeweld.nl
- Dutch Mental Health Care: ggznederland.nl
- Government Support: regelhulp.nl
- Mental Health Support: heyhetisokay.nl
Legal Support & Whistleblowing
- Legal Helpdesk: juridischloket.nl
- Whistleblowers House: huisvoorklokkenluiders.nl
Addiction Care & Lifestyle
- Jellinek (Addiction Treatment): jellinek.nl
- Alcohol and Drugs Information Line: drugsinfo.nl
Using the Card in Your Practice
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Provide Context: Don’t share the card as a simple menu of options; use it as part of a deeper conversation about what the employee truly needs.
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Collect Signals: Anonymously note which types of referrals occur frequently—where are there recurring issues, and where is there inaccessibility or resistance?
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Report Back: Incorporate trends and bottlenecks into your quarterly or annual reports.
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Advise Proactively: Use your insights to advise HR and management teams on issues related to accessibility, communication, or policy.
Structural Value of Referrals
Referrals are not just individual routes, but provide insights into:
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Where interventions are effective or lacking;
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Which groups are structurally at risk;
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Which themes keep recurring despite existing provisions;
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Where policy, language, or communication fall short.
Make these insights a topic of discussion in:
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Meetings between proactive confidential advisors
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HR strategy sessions
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Management team evaluations
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Policy revisions
Finally
The power of the referral card lies not only in the overview it provides but in how you use it: as a guide for employees and as a mirror for the organization.