Second-Track Reintegration
Reintegration office in The Hague
When an employee can no longer do their own work, the second track takes over. Care4Careers looks for suitable work with another employer in the Haaglanden region and delivers the evidence that gets you through the Gatekeeper assessment.
Trusted by organisations that invest in their people
What the second track is
Searching with another employer, within the deadlines set by law.
When the organisation no longer has suitable work available, second-track reintegration gets under way. The employee is guided in choosing a new direction, in regaining confidence and in taking steps towards other work. See also the programme.
For the employer that is a statutory obligation and at the same time the most practical route to prevent long-term absence and a sanction from the UWV.
Our office
Second-track reintegration in Hague and nearby
Our location in The Hague is the Raamweg, on the edge of the Benoordenhout and walking distance from the government quarter. The city is known for ministries and international institutions, but most of the jobs are not there: healthcare, education, retail and professional services are by far the largest employers between them. What the conversations here have in common is that people often change worlds without changing field.
Absence in The Hague often stems from sustained pressure in healthcare, education or at agencies carrying large caseloads. When a return to the original role is not possible, the law requires looking beyond the organisation; the framework is set out under what second-track reintegration involves. The searching, the approaches and the paperwork sit with us.
About Hague
Good to know about Hague
Policy, delivery and consultancy overlap
Many people here move back and forth between a ministry, an agency and a consultancy over their career. That is normal, and it makes switching easier than most assume.
International work is its own category
The international institutions operate in English and on their own contract terms. We coach in English and know how an expiring appointment plays out in practice.
Raamweg, beside the Malieveld
Reachable by tram and bus from across the city and a short cycle from Centraal. Anyone who would rather stay home does the sessions by video.
One market from Wassenaar to Zoetermeer
Rijswijk, Voorburg, Leidschendam, Zoetermeer, Delft and the Westland all belong to it. Journeys inside that ring stay under half an hour.
Large employers, many internal options
Ministries, hospitals and agencies hold more roles than any single employee can survey. We explore that route first, because staying internally is almost always the better outcome.
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
A programme that starts without a proper conversation runs aground on assumptions later. So we take the time: capacity, work history and what someone wants themselves all come up, and only then is there an action plan the UWV can follow.
Capacity analysis & occupational health assessment
Without the FML and the other medical information it stays guesswork which work remains. With those documents a reintegration plan emerges with checkable goals, and employer, company doctor and UWV are taken along monthly in the state of play.
Career scan & personal coaching
Whoever skips this phase searches for work without knowing what for. Tests, assignments and conversations bring talents, drivers and limitations to light. The employee wins back confidence and is left with a search profile you can start something with outside the organisation.
Labour market exploration & job matching
A profile without a market test stays theory. So we look at which work matches the capacity and where it is genuinely to be found, and put a reintegration place or work experience place in between if the step would otherwise be too large. The openings here sit with government, healthcare and IT, and that steers the order of approach.
Active job search & network approach
Waiting for vacancies costs months that are not there. So the employee approaches employers themselves, uses their network and knocks where nothing is open too. CV, LinkedIn and interview preparation come along, and the coach reviews weekly what has happened. Delft, Zoetermeer and the Westland belong to the search area, so the approach reaches beyond the municipality.
Aftercare and sustainable placement
Guidance that stops on the first working day leaves the hardest weeks unaccompanied. So the coach stays reachable for two months. Meanwhile the reports and the closing reintegration report go to the UWV in the requested form.
In this region
What a second track looks like here
At large employers the emphasis falls differently than at small ones, and here that decides where the time goes.
Exhausting the internal options first
At a ministry or hospital a suitable role exists more often than expected. Whether that is a realistic route can be settled with a labour expert assessment.
Searching externally within the region
The Hague, Rijswijk, Voorburg, Leidschendam, Zoetermeer and Delft together form enough market to find suitable work without long journeys. Where a medical restriction on hours applies, that changes what counts as suitable work.
Walking alongside first, deciding second
A work experience placement makes clear whether the work is sustainable. In recovery from overload that is the moment the penny drops.
Substantiating everything
What was tried, what fell away and why: it all goes into the file. That is the difference between an approved programme and a wage sanction.
What we are working towards
The employee is in a suitable place and the internal search has been documented as carefully as the external one.
Our approach: personal, local and results-driven
Why employers in The Hague ask us
We are used to organisations with formal procedures, a works council and an HR department looking over the shoulder. That calls for a different approach than a company of twenty people.
We know the public sector
From job frameworks to work-to-work policy: we know how large employers here are organised internally and which route works when.
We document the internal search just as well
With a large employer, UWV looks especially closely at whether everything internal was genuinely tried. We record that track as carefully as the external one.
We work in two languages
At the international organisations in this city, English is the working language. Our guidance and reporting can follow.
We say plainly what will not work
Keeping a file open with no prospect attached only burns time. The bill attached to such a sanction is broken down in the cost of a wage sanction.
On the Raamweg or digitally
Raamweg, your own premises, or a video call. Where capacity is reduced, travel time weighs heavily.
We keep the pace with the employee
Pushing leads to relapse and therefore to a longer programme. Hours and duties expand step by step, at whatever pace proves sustainable.
Frequently asked questions
Everything you need to know about reintegration
When do we need to start the second track?
By the first-year evaluation at the latest, and sooner once it is clear the original role is off the table. More on how long such a programme usually runs is described in the duration of a track 2 programme.
Our employee falls under an international legal status. Is that workable?
Often yes, though the legal frameworks differ. We first establish which employment law applies and adapt the programme accordingly. How to go about choosing a reintegration agency is set out in a separate checklist.
What determines the cost of the programme?
A track 2 programme costs at least €2,300 excluding VAT, rising with duration and intensity. You receive a quote in advance stating what is included.
How do you handle the works council and the company doctor?
We coordinate with the company doctor on capacity and keep HR informed of progress. Communication to the works council is the employer's own; we supply the facts.
Where can I find Care4Careers in The Hague?
Raamweg 4, 2596 HL The Hague. A first conversation carries no price tag and no obligation. If you plan to visit, let us know beforehand and we will set aside time with the coach who handles your type of question.
How far does your working area reach?
From Wassenaar to Zoetermeer and from Scheveningen to Delft. Rijswijk, Voorburg, Leidschendam and the Westland all fall within it, in person or online.
Our organisation is large. Do we even need track 2?
Only once it is demonstrable that nothing suitable exists internally. With large employers UWV specifically asks for that evidence, so we document the internal search as carefully as the external one.
Have another question about reintegration? Feel free to get in touch for a no-obligation conversation.
Who carries it out
The track 2 coaches in The Hague
There is one point of contact for both parties. That coach approaches other employers, holds the sessions and supplies the reporting for the file.
Reintegration near Hague
Second-track reintegration throughout Zuid-Holland
Our working area runs well beyond the municipality; we provide track 2 there as well.
Care4Careers also provides outplacement in Hague and career coaching in Hague. See all our locations.
Care4Careers location The Hague
Can we help you?
Send your question through the form and we will come back to you. At the Raamweg we receive by appointment.
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