In a reintegration process, each actor has their own role to play. But who does what exactly? You will find an overview in this article.
As an employer, you can start a reintegration process for an employee on long-term absence due to illness to facilitate his/her return to the workplace. But what does it involve? Read on to find out your rights and obligations.
Employers are not always required to initiate a reintegration programme for workers on long-term sick leave. Other options are available as well.
Figures after six months of reintegration: greater demand fails to lead to more employees returning to work
Despite all efforts, 60% of the reintegration pathways ultimately lead to permanent incapacity for work. A mid-year assessment on reintegration.
As an employer, you can hire the services of a medical inspector for medical monitoring purposes both prior and during the reintegration process.
Successful reintegration starts with the right communication at the right time. The golden rule: keep the lines of communication open as much as possible - from the moment of reporting sick until after the employee has been followed up.
Katelijne Roland, occupational health physician at Mensura, shares her experience with the reintegration of employees on long-term absence.
In certain situations, employers are required to draw up a reintegration plan for employees on long-term absence. Find out when and how.
What does the reintegration assessment by the prevention advisor-occupational health physician look like?
The assessment takes place in several stages and has a number of possible outcomes. Here’s an overview.
The new Royal Decree on the reintegration of employees on long-term absence came into effect on 1 December 2016. What has changed for you as an employer?