Reviews van Pearl Abyss

• Lack of psychological safety • Poor HR processes and accountability • Leadership culture driven by fear and favoritism • Employee rights and legal concerns not taken seriously My decision to leave Pearl Abyss Europe B.V. was not made lightly. Over an extended period, I experienced systemic issues that significantly affected my mental health, sense of safety, and trust in the company as an employer. These were not isolated misunderstandings, but recurring structural and cultural problems. Formal warning based on incorrect information I received a formal warning containing partially false claims that were never properly verified. I was not given a meaningful opportunity to respond before it was issued, and even when I provided clear explanations and confirmations contradicting the claims, HR refused to reconsider or investigate. This created a strong sense that decisions were being made to justify outcomes rather than resolve issues fairly. Dismissive handling of burnout and sick leave During burnout-related sick leave, I clearly stated that workplace culture contributed to my condition. The response I received was essentially that management “did not believe this was the situation,” with no attempt at dialogue or support. Having a medically recognized condition indirectly dismissed worsened my health and reinforced the lack of empathy around mental wellbeing. Employee privacy and legal concerns For over a year, employees were required to disclose personal details about sickness and lateness, despite being informed that this practice was illegal under Dutch law. This only stopped after external pressure, with no acknowledgment or accountability. Combined with later decisions (such as installing security cameras), this contributed to deep distrust. Ignored request for employee representation A formal request to establish a Works Council received no response for months, despite its importance under Dutch law. This reinforced the impression that employee rights and formal processes are not prioritized. Intimidation when raising legal concerns When I raised concerns about a company policy that appeared to contradict Dutch labor law regarding financial liability for lost equipment, I was dismissed rather than engaged in a constructive discussion. Raising legitimate concerns should not feel intimidating. Exclusion from work as pressure Following these events, I was excluded from tasks and projects in ways that felt deliberate. Work allocation appeared to be influenced by personal preference rather than professional criteria, which creates an unhealthy and discouraging environment. Toxic leadership and fear culture There were multiple instances of threatening or manipulative behavior toward employees, including pressure to overwork, discouragement from respecting work hours, and implicit threats tied to job security. This normalizes fear, competition, and silence rather than collaboration and trust. Lack of empathy during mental health incidents After experiencing a panic attack at work, the response was not support or concern, but the introduction of stricter rules around “making up time,” reinforcing the idea that wellbeing is an inconvenience. Unprofessional behavior normalized Practices such as posting messages from unlocked computers on internal chat platforms were dismissed as “tradition,” despite concerns that this fosters embarrassment and mistrust.

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