Second-track reintegration programme
Second-track reintegration: guidance towards suitable work
When returning to the original role is no longer possible, the Dutch Gatekeeper Improvement Act requires a second-track reintegration programme. Care4Careers guides employees towards work with another employer in a human, results-driven and fully tailored way.
- Legally required in cases of long-term sickness absence
- Fully tailored programme, designed around the individual
- Available online and on location
- Guidance from intake to lasting placement
What is a second-track reintegration programme?
Reintegration guidance towards suitable work outside your own organisation
A second-track reintegration programme is part of the reintegration process and starts when returning within your own organisation is no longer possible. Second-track reintegration helps employees find direction, regain self-confidence and actively seize opportunities in the labour market.
For employers, a second-track reintegration programme is also a legal obligation under the Dutch Gatekeeper Improvement Act. A timely and well-executed programme prevents high absence costs and possible sanctions from the UWV. Care4Careers offers second-track reintegration programmes that are human, results-driven and fully tailored.
Our guidance takes place both online and on location, at more than 55 locations across the Netherlands. Every participant works with one dedicated coach throughout the entire programme.
Thanks to Care4Careers I was able to take the right career step. Their personal approach and knowledge of the regional labour market made all the difference.
Former employee, Arcadis
Benefits of a second-track reintegration programme
Why choose second-track reintegration with Care4Careers?
A second-track reintegration programme with Care4Careers is more than a legal formality. It offers genuine, personal guidance that supports both the employee and the employer with a clear goal: lasting reintegration outside your own organisation.
Efficient return
We speed up the reintegration process by providing clarity and structure. This helps employees find new perspective sooner and gives employers a grip on the process.
Tailored support
No two programmes are the same. We fully tailor our guidance to the employee's personal situation and the needs of the organisation.
Restoring self-confidence
Through coaching, reflection and career insights, new energy, direction and belief in one's own abilities emerge, essential for successful reintegration.
Personal guidance
Every situation is unique. Our experienced coaches provide tailored guidance, so that employees are supported step by step and employers know the process is handled professionally and carefully.
A concrete action plan
With a clear plan of action we create overview and a sense of direction, both for the employee who wants to move forward and for the employer who stays involved in the process.
New future opportunities
A second-track reintegration programme opens doors. Employees discover new opportunities and employers contribute to a positive, future-oriented solution that suits both the individual and the organisation.
What does the programme look like?
From intake interview to lasting placement
A second-track reintegration programme with Care4Careers offers a sense of direction, perspective and personal guidance towards suitable work with another employer. It helps employees regain direction, self-confidence and energy and work purposefully towards a new future. Our approach is always tailored, every programme is fully aligned with the employee and the situation.
Intake interview
We begin with an in-depth intake interview to map out the situation: what are the limitations, what are the wishes and which goals are realistic? Together we draw up a suitable plan of action with clear goals and concrete agreements. This conversation forms the foundation of the entire programme.
Capacity analysis and assessment
We analyse the Functional Abilities List (FML) and the occupational health assessment, draw up a realistic plan of action and monitor progress through our absence specialist. Monthly reports ensure transparency for both the employee and the employer.
Career scan and personal conversations
Together we map out talents, wishes, possibilities and limitations through conversations, reflection exercises and career assessments. The result is a strong search profile that matches both capacity and ambitions, the basis for a focused labour market approach.
Labour market exploration and job matching
We translate insights into concrete opportunities in the labour market and suitable roles outside your own organisation. Where needed, we also look for a suitable reintegration placement to build work rhythm and self-confidence as an interim step.
Active job search and networking approach
With a focused plan we actively look for work through networking, direct employer outreach and job search. The coach monitors progress and adjusts where needed. Access to the Care4Careers employer network significantly increases the chances of success.
Aftercare after placement (2 months)
Even after the start with a new employer, we remain involved. Two months of aftercare ensures a lasting landing: the employee is supported in the new role, problems are identified early and the employer knows the process has been carefully completed.
Cost and investment
What does a second-track reintegration programme cost?
The cost of a second-track reintegration programme depends on the duration, content and intensity of the programme. At Care4Careers we always work with tailored programmes, no standard packages, but guidance aligned with the situation of the employee and the organisation.
Every second-track reintegration programme is fully tailored: we only use what is genuinely needed, from individual coaching and labour market exploration to application support or work experience placements. This keeps the programme efficient, affordable and focused on lasting results.
Care4Careers always works with transparent rates without hidden costs. You only pay for elements that are actually used.
Investment
€2.000
up to €7,500 per programme
- Fully tailored programme
- Duration of 3 to 12 months
- Transparent rates, no hidden costs
- In almost all cases paid by the employer
- Focus on lasting placement with a new employer
Funding
Who pays for the second-track reintegration programme?
In almost all cases, the cost of a second-track reintegration programme is paid by the employer. Under the Dutch Gatekeeper Improvement Act, the employer is obliged to arrange reintegration when an employee is on long-term sick leave and cannot return to their own role.
The employer pays for the programme
The employer is legally obliged to facilitate reintegration. In almost all cases the employer bears the full cost of the second-track reintegration programme, there are no costs for the employee.
Legal obligation (WVP)
The Dutch Gatekeeper Improvement Act obliges employers to actively contribute to reintegration. A timely and well-executed second-track reintegration programme prevents sanctions from the UWV, such as a wage sanction of up to one extra year of continued pay.
Reintegration budget via the plan of action
In the reintegration file, the employer sets out the budget available for the second-track reintegration programme. Care4Careers works transparently and draws up a tailored quote that aligns with this budget and the employee's situation.
As an employer, you are obliged to start a second-track reintegration programme in good time. Do not wait too long: a wage sanction from the UWV can amount to up to one extra year of continued pay. Care4Careers helps you get started quickly and carefully.
Target group
When is a second-track reintegration programme used?
A second-track reintegration programme starts when returning to the original or an adapted role is no longer possible. With personal guidance, labour market orientation and practical support, Care4Careers helps employees towards lasting work with another employer. This prevents long-term absence, high costs and possible sanctions from the UWV.
In cases of long-term sickness absence
For employees who cannot return after the first track.
When an employee cannot reintegrate within their own organisation after long-term illness, second-track reintegration is legally required.
No suitable work internally
For situations where redeployment is not possible.
If there are no roles available that match the employee's capacity and possibilities, second-track reintegration offers a solution.
In cases of burnout or mental health complaints
When returning to the previous role is not feasible.
For employees who, due to burnout or mental strain, cannot sustainably function in their previous role.
Second-track reintegration for over-50s
Guidance towards a new step in the labour market.
Even for experienced employees who, after long service, struggle with a new position, second-track reintegration helps provide direction and confidence.
With work experience placements
For employees who are not yet directly placeable.
If an interim step is needed, a work experience placement can offer structure, rhythm and self-confidence on the way to new work.
Frequently asked questions
Frequently asked questions about the track 2 programme
What is a second-track reintegration programme?
A second-track reintegration programme is guidance in which an employee who cannot return within their own organisation is helped towards suitable work with another employer, required under the Dutch Gatekeeper Improvement Act.
What is the difference between outplacement and second-track reintegration?
Outplacement focuses on finding a new job outside the organisation after dismissal. Second-track reintegration takes place during illness, where suitable work outside your own organisation is sought, in line with the Dutch Gatekeeper Improvement Act.
Where does the second-track reintegration programme take place?
Our programmes are hybrid: participants can choose conversations on location (including in Gouda, Emmen and other cities), online via Teams or a combination of these. Care4Careers can hold conversations at more than 55 locations across the Netherlands.
How long does a second-track reintegration programme last?
On average, a second-track reintegration programme lasts 6 to 12 months. The exact duration depends on the employee's situation, their capacity and the opportunities in the labour market.
Do you have experience with people from a migrant background?
Yes, we guide a diverse group of participants. Our coaches are trained in inclusive career guidance and have extensive experience with people from a wide range of cultural backgrounds.
What happens during a second-track reintegration programme?
During the programme, the employee works on self-insight, recovery and discovering new possibilities. There is guidance with drawing up a search profile, application training, job search and active placement towards suitable work.
Do you also offer second-track reintegration programmes in English?
Yes, absolutely. We offer full second-track reintegration programmes in English for international employees or expats. Our coaches are experienced in guiding non-Dutch-speaking candidates and tailor the programme to both the language and the cultural context.
Is second-track reintegration funded by the UWV or the employer?
In almost all cases the employer pays for the programme. This falls under the reintegration obligation arising from the Dutch Gatekeeper Improvement Act. There are therefore no costs for employees.
What is the difference between track 1 and track 2?
Track 1 focuses on returning within your own organisation, possibly in an adapted role. Track 2 is the next step when this does not succeed, and focuses on finding work with another employer.
What if a second-track reintegration programme does not succeed?
If no lasting placement proves possible, Care4Careers supports with next steps, such as a WIA application and carefully completing the file for the UWV.
When does a second-track reintegration programme start?
A second-track reintegration programme usually starts after the first year of illness, once it becomes clear that returning to the original role or adapted work is not feasible. The employer is then obliged to start this programme together with the employee.
How quickly can you start a second-track reintegration programme?
We can start within a few days. After the employer's approval, we schedule an intake interview and put the programme together in a tailored way.
Do you have another question about our second-track reintegration programme? Feel free to get in touch for a no-obligation conversation.