The Functional Abilities List (FML) is an overview of the medical abilities and limitations of an employee who is (long-term) ill. The formal FML is drawn up by an insurance physician (verzekeringsarts) at the UWV (UWV) at the WIA assessment or a reassessment. During the continued-pay period (the first 104 weeks of illness), the company doctor (bedrijfsarts) usually records the workload capacity in an employability profile (inzetbaarheidsprofiel, IZP), which serves the same purpose in practice. The document describes not only what someone cannot do, but also what is still possible.
What’s in the FML?
The FML consists of six fixed components that together provide an idea of someone’s functional capacity:
- Personal functioning: for example concentration, memory and stress resistance.
- Social functioning: communicating, collaborating and managing conflict.
- Workplace adjustments: such as the influence of noise, temperature or stimuli.
- Movement: the ability to walk, lift or perform repetitive actions.
- Static postures: how long someone can sit, stand or maintain the same posture.
- Working hours: the number of hours and days that someone can work responsibly.
What is the FML used for?
The FML is indispensable in the process of disability and reintegration. It is the starting point for the labour expert (arbeidsdeskundige) to assess:
- what work someone can still do;
- whether the current role can be adapted;
- whether suitable work should be sought outside the employer’s own organisation.
In addition, the FML also determines what degree of disability is granted and what this means for wage supplements or benefits.
The FML and reintegration
The information from the FML is often the basis for deciding whether an employee can return to their own position, do other work within the organisation, or whether to start with second track reintegration. In a track 2 route you are looking for sustainable work with another employer, in line with the options set out in the FML.
Why is the FML important?
For employees, the FML provides clarity about their options and limits. For employers, it offers guidance and a legally substantiated framework to properly implement the reintegration obligation. This makes the FML not only a medical document, but also a practical tool for achieving feasible work solutions.