1. 1 Symposium ‘RSI around the world’ Utrecht, March 8 th, 2008 RSI in the Netherlands Kineke Festen-Hoff Faculty of Technology, Policy and Management

2. 2 RSI in The Netherlands Overview 1. State of RSI in The Netherlands 2. Prevention of Occupational RSI 3. Covenants: an alternative to rules and enforcement? 4. Conclusions

3. 3 1. State of RSI in the Netherlands Dutch ‘RSI-epidemic’ from ca. 1995 – 2004: Favourable circumstances Media attention Favourable attitude law Position of RSI-sufferers weaker since 2003 Changes in social security-system Scientific research inconclusive RSI still 20% of all registered occupational diseases !

4. 4 Registered RSI-cases 2000-2006

5. 5 RSI: a lasting disorder High prevalence and high cost: - RSI: 20% of long lasting sick-leave (> 13 weeks); - MSD: 21% of disability benefits

6. 6 2. Prevention of Occupational RSI 2 Directives of the EU for RSI-prevention: - manual handling of loads - working with Visual Display Units (VDU) Implementation in Occupational Health and Safety Act: - more concrete - wider scope EU-plans about VDU-directive: Should we go into the debate?

7. 7 Evaluation of VDU-directive 2006: evaluation of national VDU-regulations in 6 EU member-states Dutch evaluation of the VDU Directive: - known by 61% of employers and 49% of employees - most aware of physical aspects (risk assessment, ergonomic requirements, work routine); - low awareness of other issues (information/training, eye-/eyesight-protection, mental strain)

8. 8 Problems to implement regulations Compliance is hampered by: - rules not adjusted to technological developments (flexible workstation and laptop) - rule on info/training is too vague - reasons for not implementing work routine: - work doesn’t allow it/work pressure (employees) - difficult to control, even with software (employers)

9. 9 Effectiviness of regulations Implementation: - reasonable: physical aspects (assessment, furniture) - poor: info/training, work routine, protection of eyes Moreover: - good equipment not always used in proper way - regulations often used curative, not preventive

10. 10 Recommendations of stakeholders On present regulations: - maintain Directive and Dutch implementation; - make some points more concrete; - technical rules in Appendix: - either frequent updating - or general rules with goals (‘doelvoorschriften’)

11. 11 Recommendations of stakeholders (2 To improve awareness and implementation all stakeholders suggest: - enhance responsibility of stakeholders: - precise elaboration of rules by employers- and employee organisations and Labour Inspectorate

12. 12 3. Covenants on working conditions 1999-2007 Policy to strengthen responsibility and self-motivation in trades/professions (mid-level) Partners: - employers’ organisation(s) in trade - trade unions - Ministry of Social Affairs Goal: ‘translation’ of general rules to specific methods for the different trades 16 covenants on RSI

13. 13 Results of RSI-covenants Mid-level (trade-organisation) - central point: knowledge and info gathered/spread - internet site on working conditions - checklist and questionnaire, tuned to profession/trade - tool kit (practices, solutions, methods) - folders, leaflets, papers Micro-level (company) - more awareness/more measures

14. 14 Covenants instead of rules and enforcement? Covenants were built on existing rules Covenants are passed. Infrastructure and products? Lots of knowledge at mid-level, but not always in companies (middle and small industries) Some important trades: no covenant. No: rules and enforcement should be maintained

15. 15 4. Conclusions 1. RSI: a lasting disorder with high prevalence and high cost. 2. To prevent RSI EU- and Dutch regulations should be maintained. 3. Responsibility and self-motivation of social partners should be encouraged, but are no alternative to rules and enforcement.

16. 16 END