Risk Inventory & Evaluation (RI&E).

Yes, under the Occupational Health and Safety Act, every employer with staff is required to prepare a current Risk Inventory and Evaluation (RI&E). This also applies to small companies with fewer than 25 employees, although lighter obligations sometimes apply there. The RI&E forms the basis for safe and healthy working and must identify all possible risks in the field of working conditions.

Preparing an RI&E is not a one-time action. Employers are obliged to keep it up to date, for example when major changes are made to processes or personnel. This also includes a Plan of Action, detailing how and when you will tackle the identified risks. Without an RI&E, your organization not only runs legal risks, but also the risk that unsafe situations will continue to exist.

As an employer, if you cannot show a (current) RI&E, you risk a fine from the Dutch Labor Inspectorate. This can amount to thousands of euros, depending on the seriousness of the situation and the number of employees. In the event of industrial accidents, the lack of an RI&E can also affect your liability.

But even more important than the fine is the risk of harm to your employees and organization. Without insight into the risks, you cannot pursue an effective prevention policy, as a result of which work pressure, physical strain or dangerous situations can lead to absenteeism, accidents or long-term absence. An RI&E is therefore not just an obligation, but a valuable tool for keeping a grip on health and employability.

An RI&E focuses on identifying risks within the organization: think physical strain, psychosocial workload or exposure to harmful substances. It focuses on the work environment and processes. In contrast, a PME (Preventive Medical Examination) or POHE (Periodic Occupational Health Examination) focuses more on the health of the employee himself in relation to the work.

A POHE is usually used at the job level and is mandatory for jobs with specific risks (such as exposure to noise or hazardous substances). A PME is more broadly applicable and also focuses on mental health, lifestyle and sustainable employability. Together, RI&E and PME/PAGO form a powerful combination with which you can tackle risks at both the organizational and individual level. Read more about the difference between PME and POHE here.

The strength of combining an RI&E with a PME or POHE lies in the connection from signaling to action. The RI&E helps you understand where there are health risks in the work; a PME or POHE shows whether these risks are actually manifesting themselves in your employees. This enables you to take more targeted preventive measures that have a real effect.

With a combined program, your organization also complies with several obligations under the Working Conditions Act. You substantiate with data why you choose certain interventions, and you show that you actively invest in the well-being of your employees. It thus contributes to both compliance and the sustainable employability of your team.

The law requires an RI&E to be up to date. There is no fixed deadline, but in the event of major changes within the organization (think rebuilding, new machinery or other work processes) you must review the RI&E. In practice, it is often recommended to redo the RI&E every three to five years - depending on the industry and risks.

For a PME or POHE, the higher the workload or risk, the more often you should offer it. Many organizations opt for a cycle of two to three years so that employees get regular insight into their health. Especially in sectors with high physical or mental strain, this is crucial. This keeps you addressing problems before and not after.