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.
Companies with workers on long-term sick leave will benefit from keeping in touch to prevent the risk of fade-out.
Keeping in touch with employees on long-term sick leave will benefit the company as it facilitates their return to work.
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?