Put an end to false self-employment within your organisation, before it is too late

In recent years, the healthcare sector has seen a rise in self-employed workers. Many self-employed workers do so because it allows them to better balance work and private life and gives them more autonomy in choosing projects, clients, and working methods. Hiring a self-employed worker is sometimes attractive for healthcare organisations because it avoids obligations such as a permanent employment contract. 

However, false self-employment is also common. Sham self-employment is a situation where someone is officially self-employed (zipper) but, in practice, has the same work and responsibilities as a salaried employee. This can happen when healthcare institutions or clients use self-employed workers to circumvent employment law obligations, such as paying payroll tax, social security contributions and holiday pay. It is a form of construction that undermines self-employment rules and is often detrimental to both the self-employed person and the tax authorities.

Healthcare organisations need to get as many self-employed workers into permanent employment as possible to end false self-employment, reduce PNIL costs, and at the same time guarantee continuity of services, healthcare organisations need to get as many self-employed workers as possible into permanent employment. Boer & Croon can provide the necessary support here. Not only do our people know everything about a healthcare organisation's ins and outs, but they also have experience with change management. This is not just an administrative change; it also significantly impacts the freelancers themselves.

Boer & Croon integrates project and change management in a single process to achieve maximum change adaptation. Together with an internal customer support team, we work out issues in the areas of HR, capacity, continuity, finance and taxation. With the outcomes, we will focus on the human side, to motivate all employees within the organisation to embrace the new way of working. We use a change approach based on the proven ADKAR methodology: creating Awareness, Desire, Knowledge, Ability and Reinforcement. We have already implemented and successfully completed this process at several healthcare organisations. We are implementing this process at several healthcare organisations, steering towards continuity of service, peace of mind on the shop floor and a reduction in PNIL costs.