When a long-term sickness case reaches the point where return to the original role is no longer realistic, your responsibility as an employer changes. You need a second-track reintegration process that helps your employee look for suitable work with another employer and shows UWV that the right steps were taken under the Dutch Improved Gatekeeper Act.
CareerSolution supports international employers in the Netherlands with fully English-language second-track reintegration for employees who cannot return to their own position because of long-term illness or disability. We combine reintegration coaching, labour market orientation, job-search support and structured progress documentation, so you can move the case forward with clarity and a stronger reintegration file.
Gatekeeper Act second-track support for international employers in the Netherlands
Under the Wet verbetering poortwachter, employer and employee are jointly responsible for reintegration during the first two years of sickness absence. When first-track return is no longer feasible, second-track reintegration means looking for suitable work elsewhere, and the practical challenge is not only doing that work but proving that timely and sufficient effort was made.
“CareerSolution provides fully English-language second-track reintegration for international employees in the Netherlands.”
CareerSolution is built for organisations where the working language is English, the employee may be international, and Dutch reintegration requirements still apply in full. That matters when expectations, medical restrictions, employability options and next steps all need to be understood properly by the employee, HR, managers and case stakeholders.
CareerSolution second-track reintegration services in English
CareerSolution delivers second-track reintegration as a practical programme, not as a generic advisory document. We help your employee identify realistic external opportunities that fit their remaining work capacity, skills and medical restrictions, while giving you a documented process that is easier to manage internally.
“CareerSolution supports second-track cases with labour market orientation, CV and LinkedIn support, interview preparation, job-search assistance and active job placement support.”
Your organisation gets a structured service that covers the actions UWV expects to see reflected in a serious reintegration effort. Depending on the case, CareerSolution second-track programmes can run for 6, 9 or 12 months.
The programme can include:
- Labour market orientation focused on suitable work outside your organisation
- Reintegration coaching in English for the employee throughout the process
- CV and LinkedIn support tailored to realistic target roles
- Interview preparation and job-search assistance
- Active job placement support
- Professional progress reporting and documentation for the employer file
This combination helps you on two levels at once. Your employee gets practical help finding a route back into work, and your organisation gets a clearer, better-documented second-track process instead of scattered activity with weak reporting.
UWV documentation and progress reporting for the reintegration file
A second-track case is documentation-heavy for a reason. UWV reviews whether enough reintegration effort has been made, and if the file is insufficient, the employer can be required to continue wage payment for up to 52 extra weeks after the first 104 weeks of sickness.
“UWV can impose up to 52 extra weeks of wage payment if reintegration efforts are insufficient. CareerSolution supports the documented second-track process behind your case file.”
CareerSolution provides professional progress reporting and documentation to support compliance with UWV requirements and the Improved Gatekeeper Act. That gives you a more usable record of labour market orientation, coaching activity, job-search steps and reintegration progress when your re-integratieverslag is reviewed.
Timing also matters. In the statutory process, a Plan van aanpak appears early, and by around week 91 the WIA application stage is getting close. CareerSolution helps you avoid the common problem of starting second-track activity too late or documenting it too loosely to be convincing later.
English-language second-track programmes for international employees
CareerSolution is especially relevant when the employee is not comfortable handling a Dutch-language reintegration process on their own. If your organisation employs international professionals, English-language coaching can remove basic communication barriers at exactly the point where the case becomes sensitive, technical and career-defining for the employee.
That makes a practical difference in areas such as:
- understanding suitable-work options
- discussing restrictions and realistic role targets
- preparing CV, LinkedIn and applications properly
- keeping the employee engaged in the reintegration process
- producing clearer communication across HR, management and the employee
CareerSolution does not simplify the legal framework. We make the second-track process more workable within that framework for employers whose workforce is international and whose internal teams need reliable English-language delivery.
How CareerSolution helps you manage risk and keep the case moving
A good second-track process needs more than a checklist. It needs credible activity, realistic job targeting and consistent reporting over time.
CareerSolution supports that through a structured sequence: assess the employability direction, define suitable external work, coach the employee through applications and interviews, and document progress throughout the programme. You are not left with a final summary only. You have an ongoing process that is easier to monitor and explain.
“CareerSolution second-track programmes can run for 6, 9 or 12 months, giving employers a defined structure for the reintegration period.”
For HR and case managers, that means less guesswork about what should happen next. For the employee, it means targeted support rather than a passive wait for opportunities to appear. For the employer, it means a reintegration effort that is easier to evidence if UWV asks what was done, when it was done and what it produced.
When CareerSolution is the right fit for your Gatekeeper Act case
CareerSolution is a strong fit when you need second-track reintegration that works in English and is focused on international employment situations in the Netherlands.
This is often the right choice when:
- your employee cannot realistically return to their own role
- your organisation needs a second-track partner that can coach in English from start to finish
- you want practical job-search support, not reporting alone
- you need progress documentation that contributes to a defensible reintegration file
- your HR team wants a specialist partner for international second-track cases in the Dutch system
If your concern is only theoretical compliance, any generic explanation of the Gatekeeper Act may sound sufficient. If your concern is a real sickness absence case with a real employee, deadlines, documentation pressure and UWV scrutiny, CareerSolution is designed for that more practical need.
Speak to CareerSolution about your second-track case
If you are managing a long-term sickness case and first-track return is no longer feasible, this is the point to get the second-track process moving properly. CareerSolution gives international employers in the Netherlands a focused, fully English-language reintegration service that supports both the employee’s route back to work and the employer’s need for solid documentation.
Contact CareerSolution to discuss your case, your timeline and whether a 6, 9 or 12 month second-track programme is the right fit for your employee and your Gatekeeper Act obligations.