Just 2.7% Absenteeism: How Does OPUS Recruitment Keep Absenteeism Under Control?  

An employee calling in sick in the morning, an unexpected empty position in the warehouse, or a production line having to operate with fewer people. For many employers, these are familiar challenges. 

Especially in logistics, production and agriculture, a single absence can have a significant impact on daily operations. Yet OPUS Recruitment demonstrates that absenteeism is not just something you have to respond to, but something you can actively manage. 

With an absenteeism rate of just 2.7%, OPUS Recruitment achieves a remarkably low figure. This is particularly impressive within the temporary staffing industry, where changing workplaces, physically demanding tasks and flexible staffing arrangements create additional challenges. 

But how do we achieve this result? 

A Remarkable Difference Compared to National Figures 

According to Statistics Netherlands (CBS), the national absenteeism rate reached 5.8% in the first quarter of 2026. This is higher than the long-term average of 5.0%. 

Short-term absenteeism also remains an area of concern. Research by Arbo Unie shows that short-term sick leave among employees aged 25 to 35 has increased significantly in recent years. This age group now accounts for approximately a quarter of all short-term absences. 

At OPUS Recruitment, our absenteeism rate of 2.7% is considerably lower than the national figure of 5.8%. 

Although these percentages are not directly comparable in every respect, the difference highlights how remarkable our result is. 

We believe this is partly due to our proactive approach, personal involvement and direct communication with both employees and clients. 

Daily Attendance Monitoring Through Our Attendance Bot 

An important part of our approach is our digital attendance bot. 

Every morning, our temporary employees receive a message asking them to confirm their attendance. This gives us daily insight into staffing levels and allows us to identify potential absences at an early stage. 

When an employee does not respond or is unexpectedly absent, we take immediate action. We contact the employee, inform the client and, if necessary, explore options for arranging a replacement. 

As a result, our clients do not always have to discover an employee's absence themselves. In many cases, we are already taking the necessary steps. 

Our approach is not just about recording absenteeism, but above all about preventing unnecessary disruptions to daily operations. 

Personal Attention Is the Foundation of Low Absenteeism 

Technology helps us respond more quickly, but personal contact remains just as important. 

At OPUS Recruitment, we maintain close contact with our temporary employees. We want to understand how they experience their work, whether their responsibilities suit them and whether there are any issues that could affect their ability to work. 

Of course, everyone gets sick from time to time. However, when short-term absences become more frequent, we take the time to discuss the situation. 

Sometimes, factors such as workload, physically demanding tasks, irregular shifts or long commuting distances can play a role. By addressing potential challenges early, we can work together with employees and clients to find suitable solutions. 

This personal approach helps us keep employees engaged and identify potential problems before they become bigger issues.

What Does a 2.7% Absenteeism Rate Mean for Our Clients? 

For our clients, a low absenteeism rate primarily means greater continuity and predictability. 

In a warehouse, just one missing order picker can affect order processing. In production, staff shortages can increase pressure on the remaining team, while agricultural operations often depend on tight schedules. 

Through our approach, we offer our clients several important benefits: 

Good Recruitment Goes Beyond Providing Staff 

An absenteeism rate of 2.7% does not happen by itself. It requires attention, clear agreements and active involvement with employees. 

At OPUS Recruitment, we combine personal guidance with smart digital support. We invest not only in finding suitable candidates, but also in retaining motivated and committed employees. 

For us, our 2.7% absenteeism rate is therefore more than just a number. It reflects the way we work together with our temporary employees and clients every single day. 

Because good recruitment does not stop when an employee starts working. That is where the real difference begins. 

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