When an international employee can no longer return to their own role because of long-term illness or disability, the key question is not only what they cannot do. It is what work they can still do, under which conditions, and how that can be turned into a compliant second-track reintegration process. CareerSolution provides fully English-language Second Track Reintegration services in The Netherlands for exactly that situation.
We help international organisations and employers use functional capacity information properly within second-track reintegration. That means turning the employee’s assessed work capacity, restrictions and remaining skills into a realistic route towards suitable work outside your organisation, with coaching, job search support and progress documentation aligned with the Dutch Improved Gatekeeper Act and UWV requirements.
Functional capacity evaluation support for second-track reintegration in The Netherlands
A second-track process becomes relevant when return to the original job is no longer feasible and suitable work with another employer must be explored. In the Dutch system, functional limitations are formally assessed and often recorded in the Functional Possibilities List, or FML, which UWV uses to determine what work someone can still do and what they may still be able to earn.
“CareerSolution builds English-language second-track reintegration around the FML, which UWV structures across 6 areas.”
UWV’s FML covers six areas, including personal functioning, social functioning, workplace adjustments, movement, static postures and working hours. CareerSolution uses that structure as a practical starting point, so your employee’s second-track plan is based on documented possibilities and restrictions, not guesswork.
CareerSolution does not replace the medical assessment by the company doctor, occupational health service or UWV clinician. Our role is to translate those findings into employability steps, job criteria, communication with the employee, and a focused search for suitable work that matches remaining capacity.
CareerSolution helps employers manage the 104-week reintegration duty with clearer evidence
Dutch employers remain responsible for reintegration during the first 104 weeks of sickness absence. If UWV later finds that reintegration efforts were insufficient when reviewing the re-integration report for a WIA application, the employer can be required to continue paying wages for up to 52 extra weeks.
“CareerSolution supports employers through the 104-week reintegration period with second-track coaching and UWV-focused progress documentation.”
That is why CareerSolution combines practical second-track action with reporting. We help you show that the employee was supported in a structured way, that suitable work outside the organisation was actively explored, and that the process did not stall because language or unclear job matching got in the way.
For HR teams and managers, this makes the process easier to monitor internally. For the employee, it creates a clearer path forward instead of repeated discussions about limitations without concrete labour market movement.
English-language FML-based reintegration for international employees
International employees often struggle with second-track programmes that are partly or fully Dutch-language, especially when restrictions, work capacity and future job options need to be discussed precisely. CareerSolution specialises in fully English-language second-track reintegration, so your employee can understand the process, participate properly and work with a coach who can explain expectations clearly.
“CareerSolution provides fully English-language second-track reintegration for international organisations and employees in The Netherlands.”
CareerSolution’s English-speaking coaches support the employee with labour market orientation, reintegration coaching, CV and LinkedIn support, interview preparation, job search assistance and active job placement support. Each step is tied back to the employee’s remaining work capacity, existing skills and medical restrictions, which keeps the process realistic as well as supportive.
This matters when an employee has valuable international experience but needs help repositioning it for roles that fit reduced hours, physical limitations, social demands or workplace adjustment needs. We make that transition easier to understand and easier to act on.
What CareerSolution delivers from functional capacity information to suitable work
CareerSolution turns assessed functional capacity into a working second-track programme with clear deliverables. You get support that covers both the employee journey and the employer’s reporting obligations.
- FML-to-job translation: We help interpret the practical meaning of the employee’s functional possibilities and restrictions for role type, workload, working hours, physical demands and work environment.
- Second-track reintegration coaching: We guide the employee towards suitable work outside the current organisation when return to the original role is no longer realistic.
- Application and job search support: We provide CV support, LinkedIn support, interview preparation, labour market orientation, job search assistance and active job placement support.
- Progress reporting and documentation: CareerSolution provides professional reporting that supports compliance with the Wet verbetering poortwachter and UWV requirements.
CareerSolution brings these elements together so the employee is not sent into the labour market with a generic application strategy that ignores functional restrictions. You get a process that is easier to defend, easier to follow and more likely to lead to suitable opportunities.
When CareerSolution is the right fit for second-track functional capacity evaluation support
CareerSolution is a strong fit when you need more than a standard reintegration supplier and your case involves an international employee who needs English-language support throughout the second-track process.
We are typically the right choice when:
- Your employee cannot return to their own position: The first-track route is no longer sufficient and suitable work outside the organisation must be explored.
- Functional restrictions already need practical translation: There is an FML or comparable medical guidance, but you need help turning it into realistic job options and actions.
- Your organisation operates internationally in The Netherlands: HR, management and the employee all benefit from clear English-language communication.
- You need documentation as well as coaching: The process must be visible, structured and aligned with Dutch reintegration obligations.
CareerSolution works best once medical restrictions and remaining capacity have been described by the relevant occupational or insurance medical professional. Our value is in turning that information into a documented second-track process that moves towards suitable work rather than sitting still in theory.
Start a second-track programme that matches functional capacity and Dutch compliance requirements
If you are managing a long-term sickness case and need to know how the employee’s functional capacity should feed into second-track reintegration, CareerSolution can help you structure the next step. We work with international employers in The Netherlands who need an English-language process that is practical for the employee and credible for UWV review.
Contact CareerSolution to discuss the employee’s situation, current medical guidance and whether second-track action should start now. We will help you turn functional capacity information into a clear, well-documented reintegration route towards suitable work.