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 together make up the search area here, and working through it in an orderly way takes time you no longer have at 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. We take the programme over: finding suitable work with another employer, and keeping a file that shows the UWV what has been done.
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 order is fixed, the emphasis within each step differs per employee, and the recording follows 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. An action plan follows that has been measured against the formal requirements.
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 is converted into goals in the reintegration plan; the employer, the company doctor and the UWV are updated monthly.
Career scan & personal coaching
We then map out what the employee brings. In hands-on work a great deal of knowledge sits in practice rather than on paper; tests, assignments and conversations make that explicit. 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. Where the step is large, we schedule a practical period first.
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. The coach is reachable, handles the reporting and delivers the reintegration report as the UWV requires.
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. That carries more weight than an estimate made beforehand and provides demonstrable effort as well.
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. Reports are not a formality but the substantiation on which the UWV judges the efforts; 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. The amount depends on the duration and on what the programme contains, and you see that breakdown before anything 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. That is why we record from the outset which employers were approached, when that happened and what the answer was.
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. The story therefore does not have to be retold along the way, and the reporting matches what actually took place.
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?
Leave your details, adding how long the absence has lasted, and we will make contact. A visit to the Wijnhaven is by appointment, and the conversation can equally take place by video.
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We’ve received your request and will get back to you as soon as possible, usually within one business day.
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