Reintegration
The number of employees with long-term illnesses has been rising for years. It therefore makes sense as an employer to give some thought to reintegration, because working is a contributory factor in wellbeing and recovery. What’s more, many organisations are struggling to find workers with the right skills. But let’s be honest: even though the government places a strong emphasis on reintegration, the law in this area is complex, and applying it in the workplace is no picnic either. With an experienced wellbeing partner at your side, though, you can avoid long-term absences and facilitate a return to work.
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Reintegration: what are the options?
Reintegration is a process to help employees on long-term sick leave to get back to work as soon as their health permits. There are two ways to facilitate an employee’s return to work:
The visit prior to returning to work (the ‘informal’ reintegration process): a non-binding meeting with the occupational health physician during the illness. Ideal for clearing away obstacles and planning a safe return.
An individual (or ‘formal’) reintegration process: a legally defined process with various steps and deadlines – and a relatively complex procedure – that assesses whether and when your employee can return to work.
If you and your employee see eye to eye, an informal visit prior to returning to work is the less demanding alternative from an administrative viewpoint.
Preparation is half the battle. In a collective reintegration policy, you record all your reintegration arrangements: options for adapted work, adjusted schedules, gradual returns to work, etc.
Relevant training courses
Prevention is better than reintegration. An effective policy on healthy and feasible work reduces the risk of long-term absences. Our training courses help you build such a workplace proactively.
The formal reintegration process: basic principles
In what circumstances do you use this process?
Your employee is at least temporarily no longer able to do their regular job.
They are still unfit for work at the time of the request.
The occupational accident or occupational disease insurer indicates that no improvement in the employee’s condition is possible.
Who can request the process?
You as the employer
The employee (who can be assisted by the trade union throughout the entire process)
The employee’s treating physician (with the employee’s consent)
When can you start the process?
After three months of uninterrupted absence
Your employee can start this process from day 1 of their illness
What does the occupational physician do?
They conduct a reintegration assessment within 49 calendar days of receiving the request, based on a medical checkup, consultation with the employee’s treating physician in some cases, and a workplace visit (if necessary).
You and your employee will receive the results on the reintegration assessment form. There are three possible outcomes (see below).
What outcomes are possible?
The agreed work is feasible in the long term. Your employee can temporarily do different or adapted work until their usual work is possible again. As an employer, you must draw up a reintegration plan within 63 calendar days.
The agreed work is definitely no longer possible, but adapted work is. The occupational physician will determine the conditions. As an employer, you have six months to assess whether adapted work is possible from an internal viewpoint. If it is, you must develop a reintegration plan. If not, you must explain why not in a report. Your employee has 21 days to appeal.
An assessment is not possible for the time being. For medical reasons, the occupational physician cannot make an assessment right now; they will inform the employee’s treating physician. A new request for a reintegration process may only be submitted after three months.
Every year, you must submit anonymised information from your reintegration processes and reintegration decision reports to your occupational health and safety committee, together with a quantitative and qualitative report from the occupational physician. Based on this information, you can evaluate your reintegration policy and make any adjustments that are needed.
Mensura helps with reintegration
Reintegration is a multi-faceted business. Mensura guides you every step of the way: we help you develop feasible solutions, assist with drawing up reintegration plans and ensure smooth collaboration with the occupational physician or other risk prevention advisors. All of which means that you’ll never be alone as an employer.