For employers
Reintegration of older employees: what works differently
Employees aged 55 and over have the same statutory reintegration obligations as younger employees. Their position on the labour market, their work experience and certain schemes can, however, affect the approach.
Why reintegration of older employees runs differently
With older employees, three factors can need extra attention during reintegration. Taking them into account early in the programme lets you search for suitable work in a more targeted way.
Fewer openings with another employer
An older employee may meet reluctance from employers when applying. Find out in good time which organisations are open to the employee's experience and skills, and do not limit the search to roles that follow directly from the previous job.
The salary built up gets in the way
After twenty or thirty years with the same employer, the salary may be higher than what a new employer offers for comparable work. Discuss early on what the financial consequences of a move could be and which roles are a realistic option.
One organisation, one trade
Someone who has worked for the same organisation for many years may know few other roles or sectors. Map out not only the work they have done, but also the skills that other employers can use.
An employee who can no longer do their familiar work after thirty years may need time to explore other options. Discuss which work is still feasible and what support is needed. Distinguish between uncertainty about a new role and an unwillingness to cooperate.
The simplified WIA assessment for over-60s
For employees who are 60 or older at the end of the two sick years, UWV can assess the WIA application in a simplified way. There is then no standard appointment with an insurance physician; an occupational expert assesses the application on the basis of the file. Both employer and employee have to agree to this approach, and objection remains possible.
The rule applied from 1 October 2022 to 31 December 2024 and has applied again since 1 September 2025. The conditions and procedure are explained further in the simplified WIA assessment for over-60s.
The simplified assessment does not change the reintegration obligations during the sickness period. Employer and employee must keep working towards a return to work, and track 2 must still be started in good time when there is reason to do so.
The no-risk policy as an opening with a new employer
A new employer may be hesitant about taking on someone who has been unable to work for a long time. If the employee falls under the no-risk policy, the employer can, under certain conditions, receive a Sickness Benefits Act payment from UWV if the employee falls ill again. The scheme can also prevent an effect on the differentiated premiums.
Check in advance whether the employee actually qualifies for the scheme. If so, the argument belongs in the conversation with the receiving employer, not only in the file. Three sentences you can use as they stand:
- If this employee falls ill again, UWV pays the sick pay under certain conditions, not you.
- Your Sickness Benefits Act and WIA premium does not go up because of this absence.
- That cover usually runs for five years from the start of the WIA benefit.
Read more about how the no-risk policy works.
Track 2 with an older employee
When supporting older employees, four points of attention can help make the search for suitable work concrete and workable.
Search on experience, not on job title
Look at the work the employee has actually done, such as organising, supervising, solving problems and passing on knowledge. These skills can also fit roles with a different name.
Treat part-time as a real outcome
Suitable work does not always have to cover the same number of hours as the original role. Three days of suitable work can be a relevant step in reintegration, provided the work matches the established capacity.
Use a work experience placement
A work experience placement can help establish what work the employee can manage and how they function with another employer. Agree the aim, the tasks and the review points in advance, and record the outcomes in the reintegration file.
Keep the file honest
UWV assesses whether employer and employee have made sufficient reintegration efforts. Record which roles were explored, which employers were approached, what responses came back and which next steps were agreed.
A programme with few concrete activities can raise questions at the assessment. Review regularly whether the chosen approach explores enough options, and adjust the search profile or the support when the results give reason to.
Read more about what a track 2 programme involves and about a work experience placement in track 2.
What a receiving employer gains
An older employee can bring valuable expertise, work experience and a professional network. Discuss with a prospective employer which skills can be used straight away and what support may still be needed. Look at the specific role and the candidate's abilities rather than only at age or past incapacity for work. More on that in taking on an older employee.
Frequently asked questions
Does the reintegration obligation still apply close to state pension age?
Yes, the reintegration obligations in principle continue until the state pension date. Even if the employee has only one or two years of work left, you still have to explore which suitable work is possible. The remaining period can affect how the programme is set up in practice, but it does not remove the obligation to make sufficient efforts.
Can you offer an older employee a lower-level role?
Yes, a role at a lower level can be suitable work. It has to take into account the capacity established by the company doctor and what can reasonably be asked of the employee. The salary can follow the new role, but that does not happen automatically: how and from when is a matter for agreement. Check the terms of employment and put any agreements in writing.
What if there is no suitable work to be found?
If no suitable work is found despite sufficient efforts, the programme can lead to a WIA application. UWV then assesses which reintegration activities were carried out and whether employer and employee did enough. Make sure the roles explored, applications, contacts with employers and any obstacles are properly recorded.
Do wage cost benefits for older employees still count?
No longer for new hires. The wage cost benefit for older employees was abolished on 1 January 2026. Transitional rules still apply to employees who started before 1 January 2024. The no-risk policy can apply under certain conditions. Check the current conditions with the Tax Administration before you factor in any financial benefit.
Do you have a question about the reintegration of an older employee? Get in touch, without obligation. We are happy to think along about a suitable approach.