Fraudulent sick leave

Over 22 years of experience - Hundreds of cases solved

Sickness absence research desirable or necessary? We have 22 years of experience in investigating fraudulent absenteeism. During that time, we investigated and resolved hundreds of cases. It is important for you to know that if we establish fraudulent sick leave, the employment contract with the employee who has wrongly reported sick can in the vast majority of cases be terminated for urgent reasons. In addition, in cases, wholly or partially, the costs for the investigation can be recovered from the employee concerned.

The tactics involved

We observe your sick employee over a period of four to six to eight regular working days. If activities that conflict with the illness specified by the employee are found on four separate days, we speak of 'fraudulent sickleave'. This forms the legal basis for dismissal. The extension to up to six-eight days of investigation is appropriate if the observations show that the employee who has reported sick does not engage in activities every day that conflict with the specified clinical picture. We must then 'make up for evidence' on that day or days. Six days is the average number of days that we conduct investigations into fraudulent absenteeism due to unauthorized sick leave.

The status of an investigation conducted by us

Because we are recognized by the Ministry of Justice and Security, the observations of the corporate investigators are admissible in court.
The conflicting activities of the employee are also videotaped by the corporate investigators, so that the evidence is indisputable. Optionally, and that is a completely free, extra service that we offer, we can confront a researched person with the present evidence after the investigation. This often results in a written confession from the employee. That is additional evidence. For that reason, going to court is often no longer necessary, which prevents a lot of extra costs and a lot of irritation.

Does the employee who reported sick have physical complaints?

We have repeatedly found that employees who reported sick with serious physical complaints, such as a neck hernia or knee injury, were filmed by us while training with heavy weights or practicing martial arts. There were also employees who reported sick who performed physically demanding work for themselves or even for a competitor of the client. Think of employees with an alleged back hernia who were paving the way or placing fences and roofs.

Does the employee tell you that he a burnout?

Has someone called in sick with alleged mental problems or burnout symptoms? Does he say 'that he can't do anything at all' or 'just sit on the couch all day or sleep all day'? Contrary to what many employers think, it is then quite easy to prove that someone is fraudulently ill. Almost all activities, such as driving a car or playing sports, are then conflicting. The starting point is that if you can be active, you can also work. Sickness absence studies into mental complaints or a burnout have shown that the employees who reported sick had their own business, repaired roofs or boats and even built their own house. The result was dismissal.

Findings are recorded by experienced and qualified investigators

Are you wondering? lf so, we will institute an investigation in which we will establish the movements of your employee who is on "sick" leave. The findings are recorded by experienced, qualified investigators who have acquired their expertise in specialized departments of general and special investigative services. Before the Court, a report by Recherchebureau Dörr Bedrijfsrecherche B.V. has the status of "evidence given by an objective witness".