Onboard·Guide
PMO vs PAGO: the difference in the Netherlands
Compare PMO and PAGO in the Netherlands. Understand the work-risk focus, occupational physician’s role and what to explain to employees about the offer.
Written byMira ValeKey takeaways
- Keep the work-risk purpose of PAGO separate from broader PMO subjects.
- Use occupational-physician advice to set the examination’s content and timing.
- Explain the PAGO offer and voluntary participation accurately.
- Keep employee-facing contact details current and medical questions with the provider.
In the Netherlands, PAGO is a periodic occupational-health examination linked to work risks. PMO is a broader preventive medical examination that can also cover general health.[1]
Arboportaal distinguishes PAGO’s work-risk purpose from additional general-health checks. Plan the examination with the occupational physician.[1]
Keep the work-risk examination in scope
Dutch employers must offer employees PAGO. Business.gov.nl confirms that employees are not obliged to participate.[2]
Confirm which parts of the proposed offer address work risks before distributing employee information. Onboarding information explains the arrangement; the examination remains a separate professional service.[1]
Use the work risks to determine the content
A registered occupational physician advises on PAGO content and frequency using the work risks in the organisation’s risk inventory and evaluation (RI&E).[1]
Ask the provider how the proposed examination addresses those risks and when its advice should be reviewed. Confirm the arrangement before writing the employee invitation.
Explain participation accurately
Participation in the ordinary PAGO offer is voluntary. If a role has a separate mandatory medical examination, ask the occupational-health provider to explain that distinct arrangement.[2],[1]
Explain the actual contact and process to employees. Ask the provider to clarify questions about medical information and its handling.
Keep employee information current
Tell employees where to find the relevant offer and who can answer a question. Review the information when the occupational-health arrangement changes.
Sustainable employability also involves learning and work support. Explain where those resources are available alongside the separate occupational-health arrangement.
- 01
Where is the current offer?
Link to the approved information or invitation, and assign someone to update the reference when the provider’s arrangement changes.
- 02
Who answers which question?
Name the administrative contact for practical arrangements and the provider’s route for questions about the examination or medical information.
- 03
Can the employee use the route?
Check that the contact details and destination work. Review confusing wording with the provider rather than inventing an answer.
Example: keep the offer easy to find
An illustrative fintech infrastructure team with employees in the Netherlands refreshes its occupational-health information. People asks the provider to confirm the current PAGO offer, invitation location and contact details. The responsible colleague then updates the employee guide.
A new starter can find where to read the offer and whom to ask about arranging participation. Questions about medical information go to the provider. The onboarding task is to make the approved information accessible; it does not request examination results.
Sources
- Arboportaal. PAGO (Periodiek Arbeidsgezondheidskundig Onderzoek). Scope, PMO distinction and occupational-physician advice. Accessed 9 October 2026. https://www.arboportaal.nl/onderwerpen/arbowet--en--regelgeving/arbobeleid/pago
- Business.gov.nl. Working conditions for employees. Offer an occupational health examination. Accessed 9 October 2026. https://business.gov.nl/regulations/working-conditions-employees/
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