The second track, explained in English
When an employee on long-term sick leave cannot return to their own job, Dutch law requires a search for suitable work with another employer. This is the second track. Here is how it works, and how we guide international employees through it in English.
First track and second track
Reintegration always starts with the first track: suitable work within the employee’s own organisation. That can mean:
- Adjustments to the current role
- A different position within the organisation
- A gradual return to work
- Modified working hours or tasks
If returning to work within the organisation is not realistic, the second track starts: finding suitable work with another employer. This usually happens around the first year of sick leave, but it can start earlier when it is clear that the own job is no longer an option.
Both tracks can run at the same time. Employer and employee share responsibility for making a serious effort, under the Dutch Gatekeeper Act (Wet verbetering poortwachter).
Is the employee not ill, but facing redundancy or a reorganisation? Then outplacement in English is the right route.
Step by step
A second-track trajectory follows a clear route. We make sure every step is documented for the reintegration file.
Problem analysis and plan
The occupational physician makes a problem analysis. Employer and employee then agree on a plan of action.
Choose a provider
The employer selects a qualified reintegration provider. CareerSolution is an OVAL-certified agency.
Intake and agreement
We discuss the trajectory with the employee, set goals and agree on how we work together.
Guidance and job search
Profile, tests, CV, applications, networking and coaching, all in English.
Monitoring and reports
Regular evaluations of progress and prospects, with reports for employer and occupational physician.
What our trajectory includes
Over 6, 9 or 12 months we work intensively with the employee towards suitable work outside the current organisation. Always tailored to the person.
- Career review and analysis of knowledge, skills and experience
- A personal profile and job search profile
- Tests and training
- A strong CV, cover letters and interview preparation
- (Online) job searching and networking
- Personal coaching by an English-speaking coach
- Progress and final reports in English
Frequently asked questions
Is a second-track trajectory mandatory?
In most cases, yes. If reintegration within the own organisation is not feasible, the employer must start a second track. If medical advice shows that work with another employer is not possible, a second track may not be required.
Who pays for the second track?
The employer pays for the second-track trajectory.
How long does reintegration take?
The reintegration period can last up to 104 weeks (two years) of sick leave. During that period employer and employee must actively work towards a return to work.
Can an employee refuse a second-track trajectory?
No. Under the Gatekeeper Act the employee is required to cooperate. Refusing or not making enough effort can lead to suspension of salary.
What does UWV require?
According to UWV, a second-track trajectory must be a logical and coherent set of activities that reduces the gap between the employee’s personal profile and the job search profile.
What happens if the second track is not successful?
The employee can then apply for WIA benefits. UWV first checks whether enough reintegration effort has been made. If not, the employer can get a wage sanction of up to 52 weeks. In some cases employer and employee can jointly ask UWV to extend wage payment so reintegration can continue.
Need a second track in English?
Call us or send a message. We will discuss the situation and the options, without obligation.