Mandatory workplace risk inventory & evaluation with an accompanying action plan — required of EVERY employer under article 5 Arbeidsomstandighedenwet (Arbowet); its absence is fined €3,000–13,500 on first inspection (up to €27,000 on repeat) by the Nederlandse Arbeidsinspectie.
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RISK INVENTORY & EVALUATION (RI&E) AND ACTION PLAN (PLAN VAN AANPAK)
Carried out under article 5 of the Arbeidsomstandighedenwet ("Arbowet"). Every employer, regardless of size, must have a written RI&E identifying workplace risks and an accompanying plan van aanpak describing how and by when those risks will be addressed.
1. ASSESSMENT 1.1. Assessed on by: (prevention officer). 1.2. Hazards identified, by area: 1.3. Overall risk rating: .
2. EXISTING AND PLANNED MEASURES 2.1.
3. PLAN VAN AANPAK — ACTIONS AND DEADLINES 3.1. 3.2. Responsible person overall: .
4. RECOGNISED BRANCH RI&E TOOL 4.1. . 4.2. An employer with 25 or fewer employees that uses a recognised branch RI&E instrument (erkend brancheinstrument) does NOT need to have the RI&E independently certified/verified (getoetst) by a certified expert — this is a significant cost saving for small businesses.
5. FINES FOR NON-COMPLIANCE 5.1. ⚠️ The Nederlandse Arbeidsinspectie fines an employer without a valid RI&E €3,000–€13,500 on first inspection, and up to €27,000 for repeat non-compliance. The RI&E is checked at any workplace inspection and after any workplace accident.
6. RELATED OBLIGATIONS 6.1. The RI&E must be updated whenever working conditions change materially, and reviewed after any workplace accident (see the ongevallenregister — accident register). 6.2. Emergency response staffing (BHV — bedrijfshulpverlening) is determined based on the outcome of this RI&E, including the number of visitors/guests present.
7. REVIEW 7.1. Next review due: .
Prepared by: Approved by: ______________ / /
This is a boilerplate template, not legal advice. Dutch employment, consumer-protection, data-protection, and health & safety law (Burgerlijk Wetboek Boek 7, Arbowet, AVG/GDPR) is detailed and actively changing through 2026–2028 (Wet meer zekerheid flexwerkers, modernisering van het concurrentiebeding, renewal of CAO Horeca after 31 December 2026) — have this document reviewed and adapted by a Dutch employment/legal advisor (jurist/advocaat) before use. Where a Dutch-language version of this document is also used, the Dutch-language version prevails in case of any conflict.
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