Frequently asked questions

A periodic, voluntary check that invites employees to put their housing situation into words. Completing it is itself the intervention — it activates awareness. Employees gain personal insight; employers receive, from 20 participants onward, an aggregated group-level view.

No. The employer sees no individual answers, names, documents, scores, appointment details or case content. Reporting is only aggregated and only above the agreed privacy threshold.

First, the employee gets personal insight through the Housing Security Check. Where useful, they can request a confidential check-in with a housing specialist. If uncertainty keeps returning, light preventive guidance can follow.

No. The goal is precisely to prevent procedures from being needed. Most housing issues don't escalate because a formal step is required — they escalate because employees stay uncertain too long. Often a short reply, a request for information, or even doing nothing is enough — as long as it's done from insight.

Housing is private and stays that way. But housing stress doesn't stay home. An employee worried about a terminated lease or a rent increase carries that tension into work. It affects focus, recovery, absence and retention. Huursterk gives employers a way to see that hidden factor — without entering anyone's private life.

Employees in the rental market, especially starters, young professionals, international employees and people in urban regions where housing is scarce, expensive or uncertain.

Huursterk combines rental-law expertise with a preventive, plain-language approach. The service is designed to interpret housing signals calmly, not to turn every question into a legal case.

No. Participation is fully voluntary. Employees decide for themselves whether to complete the Housing Security Check, request a confidential check-in or take up preventive guidance. The employer plays no part in that choice and sees no individual information about it.

EAPs offer preventive guidance but lack tenancy-law depth. Occupational health services flag stress but don't address the underlying tenancy-law cause. Legal helpdesks advise on request but miss the periodic measurement and awareness rhythm. Huursterk combines these elements specifically around housing stress — preventively.

Wellbeing and vitality provisions can often be offered via the Dutch werkkostenregeling (work-related expenses scheme), provided they're positioned as a preventive employee benefit tied to work, fitness for duty and wellbeing. Confirm the exact application with your tax advisor.