When does a reintegration process start?

Reintegration in the 2nd track starts no later than the 52nd week of absenteeism, i.e. immediately after the first-year evaluation. The employer then has a maximum of 6 weeks to start a second track process. The process may only be postponed if it is clear that the employee can return sustainably to adapted work within their own company within 3 months. A late start increases the risk of a wage penalty from UWV.

What is second track reintegration?

Second track reintegration is a mandatory process where a sick employee is accompanied to work with another employer, because returning to their own organization (1st track) no longer seems feasible. The goal is to find sustainable work that suits the employee’s resilience.

When are you obliged to start track 2?

The employer is obliged to investigate whether the second track is necessary by week 52 (after one year of illness) at the latest. This process must be started within 6 weeks of the first-year evaluation, unless:

• Sustainable work is possible with your own employer within 3 months.
• This is clear from the opinion of the company doctor or employment expert.

Please note: it must be structural work, not temporary or uncertain suitable work.

What happens if you start track 2 too late?

If the employer does not start a timely 2nd track process without a good reason, the UWV can impose a wage penalty. This means that the employer must continue to pay the sick employee’s salary for a maximum of 1 year longer.

Can you skip track 2?

Yes, but only under strict conditions. Track 2 may be postponed or skipped if the following situation applies:

• The employee can reintegrate sustainably into their own, adapted or other appropriate work within the company within 3 months.
• This must be clear and well-founded in the reintegration report (RIV).

Who decides whether to start track 2?

The decision is made on the basis of:

• The advice of the company doctor.
• The assessment of the employment expert.
• The outcome of the first-year evaluation.

If there is doubt, it is wise to seek external advice or request an expert opinion from UWV.

What are the consequences for employers and employees?

For employers:

• In case of late or incorrect execution: risk of wage penalty.
• In case of timely deployment: comply with the reintegration obligation under the Gatekeeper Improvement Act.

For employees:

• Guidance towards appropriate work outside the organization.
• More chance of returning to work sustainably.

More information at the UWV

The official rules and current amounts or deadlines are available at the UWV Werkwijzer Poortwachter. These can change, so always check them at the source itself for a concrete situation.

Looking for guidance with a track 2 process?

Care4Careers supports employers and employees with expert guidance, customized solutions and complete file structure. Feel free to contact us.

Een goed begrip van de verschillende fases en eisen is essentieel voor een succesvol re-integratie tweede spoor.