2nd track programs

Reintegration Services in English for Expats in the Netherlands

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CareerSolution provides second-track reintegration services specifically for highly educated professionals. This specialization significantly increases the likelihood of a successful outcome. Click here for more information about CareerSolution.

Second-Track Reintegration

Has an employee been on long-term sick leave (longer than one year)? A full and speedy recovery would of course be ideal—but in practice, things often turn out differently.

If an employee has been unable to work for more than a year, or if returning to their original position is no longer feasible, the employer is legally required—under the Dutch Improved Gatekeeper Act (Wet verbetering poortwachter)—to search for suitable employment. Initially, this is done within the organization. If this does not result in sustainable return to work, reintegration opportunities with another employer must be explored. This is known as a second-track reintegration program.

CareerSolution offers an approach that benefits both employer and employee. Our services are designed to relieve employers while providing employees with tailored support in finding suitable employment—work that aligns with both the job profile and the employee’s capabilities. Our experienced reintegration coaches have extensive knowledge of the labor market. We not only support you throughout the second-track process, but also help reduce financial risks by preventing wage sanctions and by successfully placing employees in suitable roles.

Why Choose CareerSolution for Reintegration?

Second-track reintegration is a highly specialized field. It is all about finding suitable work and achieving sustainable return to employment—finding the right job for the right individual.

The first step in the second-track process is an intake meeting with the employee. We review the candidate’s labor market profile, including education, knowledge, competencies, and experience. We also discuss rights and obligations, the potential implications of a WIA application, and set clear goals and expectations for the trajectory. A personal profile and job search profile are then developed.

During follow-up sessions, we review assessment results and gather detailed information about the employee’s qualifications (education) and skills (experience). Together, we create a CV and identify suitable roles based on the employee’s preferences and capacity. If necessary, we explore options for additional training or retraining.

Always Tailored

We always take into account the individual wishes and capabilities of the employee. The program is tailored accordingly, which means the structure may differ from the general outline described above.

Program Content

Over a period of 6, 9, or 12 months, we intensively guide the employee toward sustainable employment outside the current organization—fully compliant with applicable laws and UWV assessment criteria.

With our results-driven and personalized approach, we support both employer and employee.

What You Can Expect from CareerSolution

• Intensive guidance toward sustainable alternative employment
• A fully personalized approach
• Strong personal involvement from experienced and certified coaches

What Is the Result of a Successful Reintegration Program?

• Suitable new employment outside the organization
• Insight into new career opportunities

When Is a Second-Track Program Applicable?

If, around the first year of illness, reintegration within the employee’s own role—or in an adjusted role within the same organization—is not successful, it becomes necessary to explore opportunities with another employer. This is the second-track reintegration process.

A second-track program must also be initiated if returning to the original role is no longer possible. This may occur even within the first year of illness. Both employer and employee are jointly responsible—under the Improved Gatekeeper Act—to actively seek employment opportunities with another organization.

Why Start a Second-Track Program?

Work is a fundamental human need. It provides not only income security, but also social interaction, a sense of purpose, and daily structure.

 If an employer cannot guarantee income after 104 weeks of sickness absence, the employee will fall back on the Dutch social security system. Depending on income loss, the employee may be eligible for unemployment benefits (WW) or disability benefits (WIA).

To qualify for these benefits, the UWV acts as a “gatekeeper” and assesses whether sufficient reintegration efforts have been made. If no suitable work—internal or external—has been found, the employee must apply for benefits through the UWV. Both employer and employee must demonstrate that all reasonable efforts have been made to achieve reintegration. A second-track program is often a mandatory part of this process.

Before processing a WIA application, the UWV reviews the reintegration file. If efforts are deemed sufficient, the application proceeds. If not, a wage sanction of up to 52 weeks may be imposed. This means the employer must continue paying wages, and the WIA application is postponed.

For this reason, employers should not delay initiating a second-track program. The longer an employee remains out of work, the more difficult it becomes to maintain connection with the labor market.

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