Second-Track Reintegration
Reintegration office in Rotterdam
When an employee cannot go back to their own work, speed counts. The sooner the second track is running, the more employers remain in view. From Rotterdam, Care4Careers handles both the programme and the documentation, for employer and employee alike.
Trusted by organisations that invest in their people
What track two covers
Looking for work with another employer once the original job is no longer possible
Once it is established that the employee's own work will not return and no suitable position exists within the organisation, the second track begins. What remains feasible is determined, capacity is rebuilt, and employers are then approached. How those phases connect is set out at the second track programme.
The statutory obligation is one reason to start; the size of this labour market is another. Fifteen municipalities count as a single search area here. Covering it in an orderly way takes weeks, and those weeks are gone by the end.
Our office
Second-track reintegration in Rotterdam and nearby
Our location in Rotterdam is the Wijnhaven, between Blaak and the Maas. From there we work across the city and the surrounding municipalities. The labour market here is broader than the image of the port suggests: healthcare, education, professional services and trade together offer more work than industry does. What the conversations have in common is therefore not the sector but the question underneath: what can someone do, and where is that in demand.
Long-term absence starts behind a desk here just as easily as on a building site. If an employee can no longer do their own work and nothing suitable exists internally, the Dutch Gatekeeper Act requires the second track. What that involves is set out in what second-track reintegration involves. That programme is where we come in: searching for suitable work with another employer, and a file in which the UWV can read back what was done for it. What each track involves and who is responsible for what is set out in the difference between track 1, 2 and 3.
About Rotterdam
Good to know about Rotterdam
Broader than the port
Healthcare, education, professional services and retail together account for most of the jobs in this region. Anyone coming out of industry is hired there more often than they expect.
Fifteen municipalities, one labour market
Schiedam, Vlaardingen, Capelle, Barendrecht, Spijkenisse and Dordrecht all sit within reach of the A15, A16, A20 and the metro network. Changing employer here rarely means moving house.
Wijnhaven, next to Blaak
Tram, metro and train stop around the corner, with car parks a short walk away. Anyone who would rather not travel does the sessions online, and that can be the whole programme.
Capacity as the starting point
A programme that begins with an over-optimistic estimate stalls around month four. We work from what the company doctor has established, not from what someone used to do.
Two parties, one programme
The employer commissions it and carries the risk of a sanction. The employee has to get something out of it, or no placement follows. Both interests sit in the same conversation.
What the programme looks like
From intake to aftercare, step by step
The programme follows the steps below, together the second track programme. The steps come in this order; how heavy each one turns out differs per employee. What has to end up in the file is set by the Gatekeeper Improvement Act.
Intake meeting and situation overview
The programme opens with a conversation that completes the picture. Alongside the medical opinion, the work history and the wishes, we settle here how large the search area realistically is, because covering fifteen municipalities calls for different planning than searching within one city. Out of that comes the action plan, laid alongside the requirements the UWV sets for it.
Capacity analysis & occupational health assessment
It is then determined which work remains feasible. The FML and the additional medical papers form the basis, with travel time and working hours judged separately because they weigh heavily in this region. That outcome enters the reintegration plan as a goal with a date, and every month an update goes to the employer, the company doctor and the UWV.
Career scan & personal coaching
We then map out what the employee brings. People in hands-on work learned most of it on the floor rather than from a certificate; tests, assignments and conversations get it onto paper after all. The result is a profile an employer outside the original sector can work with.
Labour market exploration & job matching
In the exploration we look for the connection with the market. Healthcare, education, business services, trade and logistics are all recruiting here, and the route from hands-on to coordinating work often proves shorter than expected. Is the distance from the old job large, then a practical period goes in ahead of it.
Active job search & network approach
From this point the employee writes to companies, including where nothing has been posted. The CV and the preparation follow the chosen direction, in Dutch or in English. What has been undertaken comes up every week.
Aftercare and sustainable placement
The closing stage covers two months from the first working day. That is when it becomes clear whether the travel time and the roster work as intended. Through those two months the coach stays available and delivers the reintegration report in the form the UWV prescribes.
Where we put the emphasis
Four choices that shape this programme
The process is fixed, the emphasis is not. That depends on the employee and on what is genuinely within reach across this port and city region.
Searching within a reasonable travelling distance
Someone with limited capacity gains little from a role an hour's drive away. We fix the radius at the start, based on what the occupational health assessment says about travel and working hours.
Trying it out before anything is committed to
A work experience placement shows within a few weeks what is practically sustainable. A few weeks of practice say more than an estimate on paper, and they count as demonstrable effort.
Mapping the route towards lighter work
From hands-on to coordinating, from the floor to planning, quality or training. The trade itself is often retained while the physical load changes, which widens the list of suitable roles.
Documentation written with the RIV review in mind
Every step, consideration and rejection goes into the file. That reporting is not a formality: it is the material on which the UWV judges the effort; what a sanction costs is set out at the cost of a wage sanction.
What the programme leads to
The craft is retained, only in a place the body can keep up with, and the file shows which considerations were made along the way.
Healthcare, education, services and trade
Why employers in Rotterdam choose us
The labour market here is broader than the image of the port suggests. Healthcare, education, business services and trade together offer more work than industry does, and long-term absence occurs across all of them.
Fifteen municipalities form one search area
Schiedam, Vlaardingen, Capelle, Barendrecht, Spijkenisse and Dordrecht are all reachable via the A15, A16, A20 and the metro network. How far that area extends for this employee is settled beforehand rather than along the way.
Guidance is not tied to one language
Many people in this region have a first language other than Dutch. Guidance in English is available, and where needed we look specifically for employers who can work with that.
Clarity as soon as placement looks unrealistic
Better an uncomfortable conversation in month two than a stalled programme in month ten. That leaves room to arrange what comes next while there is still time.
Travel time counts when capacity is limited
Meetings take place at the Wijnhaven next to Blaak, or entirely by video. With limited capacity, the journey to the meeting is a load in itself, and we factor that in.
Questions from the Rijnmond region
What employers here ask about the second track
When is it too late to begin?
Formally it can run into the second year of absence, but in practice things get tight soon after the first-year evaluation, certainly where the search area covers fifteen municipalities. How long the phases usually take is set out at the duration of a second track programme.
What does a programme cost and who pays?
The employer pays. What it costs follows from the duration and the components you take, and that breakdown is there before the programme starts. Set it against what a third year of wage payment would cost and the proportion is usually clear quickly.
Our employee is unwilling to cooperate. What then?
We then record what was offered and why it was not taken up. Something else often sits underneath that resistance, such as worries about losing income or a feeling that the complaints are not being taken seriously. We have that conversation first, because a programme that runs on paper while standing still in practice helps nobody.
What happens if nothing is found?
The programme can still have met the requirements, provided the search was demonstrably broad and serious. The UWV assesses the effort rather than the outcome. Hence every employer approached enters the file with a date and a reply, from the first week onwards.
Do you also work if the employee does not speak Dutch?
Yes. Many people in this region have another mother tongue. We provide guidance in English and match the search profile to employers for whom that is no obstacle. State which language suits best when you send in the request.
Where can I find Care4Careers in Rotterdam?
Wijnhaven 36, 3011 WS Rotterdam, next to Blaak station. We work by appointment, so call or email ahead and we will line up the right coach.
How far beyond Rotterdam do you travel?
All of Rijnmond and the Drechtsteden. In practice we see people from Schiedam, Vlaardingen, Capelle aan den IJssel, Barendrecht, Spijkenisse and Dordrecht, at our location or online.
What does our employee notice of this?
A dedicated coach, sessions at a pace that matches their capacity, and a search that starts from what is still possible. That it is also a statutory obligation need not set the tone.
Do you have a question that does not appear here? Call or email; we will think along without obligation.
Your continuous guidance
Reintegration coaches in Rotterdam
One coach accompanies the employee from intake through to aftercare, and you deal with a single contact person. Nobody has to tell their story again halfway through, and the reporting describes what actually happened.
Reintegration near Rotterdam
Second-track reintegration throughout Zuid-Holland
We also take over track two in Schiedam, Vlaardingen, Capelle aan den IJssel and Barendrecht.
From the Rijnmond area we likewise provide outplacement in Rotterdam and career coaching in Rotterdam. A full list can be found at our locations.
Care4Careers location Rotterdam
How can we assist you?
Mention in your message how long the employee has been out of work, so we can respond to the point. A visit to the Wijnhaven is by appointment, and the conversation can equally take place by video.
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