What is the Gatekeeper Improvement Act?

The Gatekeeper Improvement Act (Wet verbetering poortwachter) requires employers and employees to work together on reintegration from day one in the event of illness. The aim? To limit long-term absence, reduce costs and lower the risk of ending up in the WIA (Wet werk en inkomen naar arbeidsvermogen, the Dutch Work and Income according to Labour Capacity Act).

The act was introduced in 2002, at a time when almost 1 million people were receiving a WAO disability benefit. Since then, it has formed the basis for responsible absence management in the Netherlands.

What must you do as an employer in case of sick leave?

As soon as an employee reports sick, you as the employer are legally obliged to start a reintegration programme. The Gatekeeper Improvement Act sets out, phase by phase, what needs to happen:

Obligations under the Gatekeeper Act:

• Week 6: Problem analysis by the company doctor (bedrijfsarts)
• Week 8: Drawing up a Plan of Action (both employer and employee)
• Every 6 weeks: Evaluating progress meetings
• After 1 year: First-year evaluation
• After 20 months: Reintegration report for the UWV (the Dutch employee insurance agency)

In addition, you must:

• Offer suitable work
• Ensure the employee actively cooperates
• Record everything in an absence file

Without proper implementation, you as the employer risk a wage sanction from the UWV.

Track 1 and Track 2 reintegration: what is the difference?

The act recognises two reintegration tracks:

• Track 1 (spoor 1): reintegration within the employee’s own organisation
• Track 2 (spoor 2): reintegration with a different employer

Is someone unable to return to their old workplace after a few months? Then you are obliged to start.

Common mistakes in practice

• Starting the Plan of Action too late
• An incomplete absence file
• No occupational expert (arbeidsdeskundige) assessment carried out
• Bringing in Track 2 too late
• Insufficient involvement of the employee

These mistakes regularly lead to wage sanctions or drawn-out absence files. A good career scan and independent guidance make all the difference.

Practical tips for employers

• Start recording absence meetings straight away
• Maintain a clear absence protocol (including the Gatekeeper Act steps)
• Bring in an independent career specialist if you are in doubt about Track 2
• Communicate actively with your employee, not only about obligations, but also about opportunities

From obligation to strength: reintegration that works

The Gatekeeper Improvement Act asks a lot of employers, but it also offers opportunities. By acting proactively from day one, you can prevent long-term absence and guide employees towards new perspectives.

At Care4Careers, we make sure that Track 2 programmes not only comply with the law, but also contribute to sustainable employability and trust. With clear communication, independent career scans and tailored guidance, we take worries off your hands and deliver results.

Do you want to prevent mistakes in the process from costing you dearly?
Feel free to get in touch with us, we are happy to think along with you.