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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Please note! From 1 January 2026, the codex on well-being at work will undergo changes with regard to the reintegration of employees who are unfit for work and the prevention of long-term absence. The texts on this website have not yet been updated and are currently being revised. The most recent information can be found here.
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 pre-return-to-work visit is the most appropriate option.
Assessing work potential
Are you unsure whether it is appropriate to initiate an (in)formal reintegration process or a medical force majeure procedure (Article 34) for an absent employee? In that case, the employee’s work potential can first be assessed.
Work potential indicates whether the absent employee has the capacity to return to work (possibly with adapted or alternative work). This assessment is mandatory for employees who have been unfit for work for more than 8 weeks.
Following a positive assessment, employers who employ 20 or more employees are required to initiate a reintegration process (informal or formal) within 6 months after the start of the incapacity for work.
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.
In the case of a work accident or occupational disease, the temporary incapacity for work comes to an end. (after notification by the insurer concerned)
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 (subject to the employee’s consent)
When can I start a reintegration process?
Both you and your employee can formally start a reintegration process from the first day of absence, provided there is consent from your employee, or if your employee has been absent for at least 8 weeks and has received a positive assessment of work potential
This assessment of work potential is made by the occupational physician or nurse.
What happens during a formal reintegration assessment with the occupational physician?
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 and submit it to the occupational physician 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 and submit it to the occupational physician. 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.
Each year, as part of your collective reintegration policy, you submit anonymised information from your reintegration processes and motivation reports to the Committee for Prevention and Protection at Work (CPBW), 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.