Second-Track Reintegration
Reintegration office in Arnhem
Has the original role run into a dead end? From Velp we look for a workplace elsewhere that does fit, while building the file the UWV will later be reading.
Trusted by organisations that invest in their people
The second track explained
Searching outside the organisation for work that does fit.
Once it is clear that neither the role nor the employer offers a way out, second-track reintegration starts. From that moment the employee works on a new direction, on confidence and on concrete steps towards other work. The set-up of the programme is described elsewhere.
Employers carry a statutory obligation here, and an interest as well: the earlier it runs, the smaller the chance of long-term absence and of a sanction from the UWV.
Our office
Second-track reintegration in Arnhem and nearby
Our location for the Arnhem region is the Emmastraat in Velp, just over the municipal boundary and ten minutes from Arnhem Centraal. What brings people here varies widely: one arrives from healthcare, another from the provincial government, from education, the energy sector or a shop in the centre. What they share is that something went wrong. Exactly where decides what is needed now.
When an employee is off long-term, the first question is rarely medical and almost always: what went wrong here and what can still be done? Sometimes it was the workload, sometimes a physical strain that held for years and no longer does. If the original role turns out to be off the table, we take over track 2 and keep the file in order.
About Arnhem
Good to know about Arnhem
Large employers, long service
The hospital, the province, the council and the university of applied sciences hold on to people for years. Comfortable while it lasts, awkward when after fifteen years you suddenly have to spell out what you can do.
Energy and grid management are growing fast
Around Arnhem sits a cluster of grid operators, inspection bodies and consulting engineers that has been short of staff for years. Even without a technical background there are roles there in purchasing, planning and customer contact.
Nijmegen is twenty minutes away
The two cities form a single labour market. Stretching your search across both doubles what is on offer without the commute becoming unworkable.
Emmastraat in Velp, close to the station
You can park at the door and Velp station is round the corner. The bus from Arnhem takes a quarter of an hour. Give us a heads-up and we make sure the right person is free.
Workload: it built up over years
In care and education, absence is seldom one event. Returning to the same place only works once the cause has been addressed; otherwise a second round follows within a year.
Started late: the clock was already running
Almost everyone waits for the internal search to conclude first, and that is exactly where the time goes. Nothing stops the two routes running side by side.
What the programme looks like
From intake to aftercare, step by step
A second track programme at Care4Careers offers structure, perspective and personal guidance towards suitable work with another employer. Every programme is tailored to the employee and meets the requirements of the Gatekeeper Act and the UWV.
Intake meeting and situation overview
First the coach sits down at length with the employee. Capacity, work history and wishes all come up in that conversation, and out of it an action plan emerges. The UWV has to be able to work with it and so does the employee, or the programme starts crooked.
Capacity analysis & occupational health assessment
Next the coach reads the FML and whatever further medical information there is, and determines what work remains. That leads to a reintegration plan with clear goals. Employer, company doctor and UWV get word each month, so nobody is surprised afterwards.
Career scan & personal coaching
Then it is the employee's turn, through conversations, tests and assignments. Talents and drivers become visible, and so do the limitations. Whoever takes the time here ends up with a search profile that fits and work outside the organisation that is achievable.
Labour market exploration & job matching
Only then does the view turn outward. The profile is laid alongside what the labour market offers, and where the step proves too large a reintegration place or work experience place slots in between. The openings here lie mainly with energy, engineering and healthcare, and that is where we look first.
Active job search & network approach
After that the approaching begins. The employee writes to employers, uses the network and picks up vacancies that appear nowhere. CV, LinkedIn and interview preparation come along, and each week the coach reviews what happened and what could go better. We approach employers further out in the province as well, because the same search area counts there as within the municipal boundary.
Aftercare and sustainable placement
Finally the landing. The coach stays approachable for two months, because the first weeks with a new employer raise the most questions. Meanwhile the reports and the closing reintegration report are delivered the way the UWV wants to see them.
In this region
What a second track looks like here
Track 2 rarely stumbles over unwillingness and nearly always over time and uncertainty.
Establish what is still possible
What goes wrong: estimating instead of investigating. Request an occupational expert assessment and prepare your employee for it; see preparing for the assessment.
Exhaust the internal options and prove it
What goes wrong: looking without recording. At a hospital or university of applied sciences there are more roles than any manager knows; see the first track.
Rebuild in a real workplace
What goes wrong: waiting at home for recovery. Capacity grows faster on a shop floor; see the work experience placement.
Report at the pace the law expects
What goes wrong: updating the file at the end. Note what you do on the day you do it; see the plan of action.
What we are working towards
There is suitable work with another employer and a record in which every step can be traced back with a date.
Our approach: personal, local and results-driven
Why employers here work with us
Large public employers and long service make track 2 slower here than average. That calls for someone who knows the internal route.
From provincial government to grid operator: we know the ways in
Care, education, the province and grid management are built very differently inside than an SME. What works where and when, we learned along the way.
A sanction costs a third year of pay
After the 104 weeks you are paying anyway, the UWV can attach another 52. The consequences are laid out under continued sick pay.
File and guidance advance together
No catching up afterwards, and therefore no argument about what was tried and when.
We flag it when placement will not work
If we see that a placement is not on the cards, we say so immediately. You keep enough time to arrange what follows.
Frequently asked questions
Everything you need to know about reintegration
When do we have to start?
The hard boundary sits at week 52. The practical starting signal comes earlier, namely once the company doctor writes off the old role. How long it then runs is under the duration of track 2. Delay lies behind virtually every sanction we come across.
What determines the cost of the programme?
The floor sits at 2,300 euro excluding VAT. What you get decides where you land: placement alone is the lightest, add assessment, coaching and a workplace and you are at the upper end. You have the quote before anything starts.
Our employee will not cooperate.
Behind unwillingness there is nearly always fear or uncertainty. We begin with a conversation without an agenda to find out what is going on. If nothing changes, we record it; cooperation is an obligation, see the employee's obligations.
Would you come to our site instead?
Guidance runs on location or online; Care4Careers has more than 55 locations across the Netherlands available. For the Arnhem region we receive people in Velp, and visits are possible by appointment. With physical work it helps if the coach has seen the workplace once.
Where is Care4Careers for the Arnhem region?
Emmastraat 24-A, 6881 SV Velp, just outside Arnhem and within walking distance of Velp station. By car you park at the door. Announce yourself first, so we can put the coach who fits your circumstances in the diary.
Which towns belong to the service area?
Velp, Rheden, Dieren, Oosterbeek, Renkum, Duiven, Westervoort, Zevenaar and Doetinchem are all included, and Nijmegen is twenty minutes away. If travelling gets in the way, you join on screen instead.
We started too late. Can that still be put right?
Usually yes, provided you act decisively now and record it. The UWV looks at the whole period, so a solid effort in the second year carries weight. Begin with an occupational expert assessment and date every step from that moment on.
Have another question about reintegration? Feel free to get in touch for a no-obligation conversation.
Who takes it over
Who guides your employee from Velp
Your employee sees one familiar face; the case manager rings one number. That keeps the coaching and the file moving at the same speed.
Reintegration near Arnhem
Second-track reintegration throughout Gelderland
Further out in the province we guide employers and employees through the second track too.
Care4Careers also provides outplacement in Arnhem and career coaching in Arnhem. See all our locations.
Care4Careers location Arnhem
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