1
Kick-off & scope
1–2 weeks- Target group definition (expats, onboarding, cohort) and success criteria
- Privacy setup and reporting format (KPIs + trends, from 20 participants onward)
Methodology
A calm route from signal to clarity
Huursterk follows a fixed, manageable route: first signal, then interpret, then follow up only where that genuinely helps.
2
Housing Security Check rollout
2–4 weeks- Housing Security Check available in NL/EN + internal comms kit
- First aggregated employer report with priorities
3
Preventive route
ongoing- Interpretation: who has enough with self-insight, who benefits from a confidential check-in
- Calm next steps and, where useful, preventive guidance
4
Embedding & quarterly cadence
quarterly- Quarterly review: trends, KPIs, learnings and improvements
- Updates to onboarding, policy and internal signal routes
The goal: preventing legal steps from being needed
Huursterk isn't designed to push employees toward procedures. It's designed to make procedures unnecessary in the first place. Most housing issues don't escalate because a formal step is required — they escalate because employees stay uncertain for too long, or make the wrong choice out of fear. We intervene earlier, when insight, reassurance and one simple action are usually enough.
Sometimes doing nothing is wise — and the employee knows why
Sometimes a short reply or a request for information is enough
Sometimes a formal route is the right move — only then, and only calmly
Housing Security Check as a practice-based signal index
The Housing Security Check is not a clinically validated psychological instrument and not a legal judgment. It is a practice-based index to surface housing insecurity early, developed from rental-law case experience and intended for further validation in pilots.
What the Housing Security Check measures
Contract security, affordability, quality and maintenance, landlord relationship, service charges and confidence in rights.
What the Housing Security Check does not measure
No diagnosis, no individual HR assessment, no proof that absence or attrition is directly caused by housing.
Validation as a pilot goal
Pilots collect response, score distribution, recognisability, check-in demand and employee/HR feedback to refine the method in a controlled way.
Pilot KPIs
- Participation rate and drop-off points in the flow.
- Score distribution and elevated housing-stress risk share, only above threshold.
- Number of check-in requests and perceived clarity before/after.
Explicit limitations
- No medical or psychological diagnosis.
- No proof that absence or attrition is caused by one housing factor.
- No individual steering instrument for HR.
Governance principles
Privacy by design: group-level reporting from 20 participants onward, never individual files to the employer
Voluntary participation: the check, confidential check-in and preventive guidance are always optional — no sanctions
Prevention first: calm, clarity and practical support before any formal route
Self-direction: we build employee capability, not dependency
DPIA per client: tailored to the organisation, not generic