Adapted work not possible in four out of ten companies

At the start of 2026, the rules of the game regarding reintegration became less non-committal. For example, the work potential of employees who have been continuously unfit for work for eight weeks since 1 January this year must be assessed. If the employee still has possibilities to work, the employer must start a reintegration process within six months. Where appropriate, this can take place through adapted work.

SMEs find it difficult to organise other work

Yet around four out of ten companies (41%) say it is barely or not possible to provide other or adapted work. This appears to be a challenge, especially for smaller organisations. For example, 44% of small SMEs with fewer than 10 employees indicate that it is (almost) never possible within the organisation. By comparison, among large companies with more than 500 employees, that figure falls to 9%.

Bart Teuwen: "Belgium is a country full of SMEs. However, SMEs have fewer possibilities to adapt jobs for an employee returning after a long-term illness. Adapted working hours are also less straightforward there. For these organisations, the key is, above all, to focus on prevention. And to see the path of external reintegration – returning to work with another employer – as an important way out.”

Reintegration legislation is complex

Only 12% of companies currently have a formal collective reintegration policy. That is only limited progress compared with 2024, when 7% had developed such a policy. Even so, this policy has been mandatory for every company since the end of 2022.

“For the majority of these organisations, there is no question of ill will. They indicate that the large number of obligations and rules is complex. They can no longer see the wood for the trees. 1 in 5 says they do not have the right knowledge or do not have the time to deal with it. And the knowledge gap goes beyond what the law requires. For example, many companies do not know that they can receive financial support via the Return To Work fund if they guide long-term sick employees back to the labour market,” says Bart Teuwen.

“The fact that the government is making reintegration less non-committal is entirely justified. But despite all good intentions, as a non-expert you can quickly lose your way in the current system. For the measures still in the pipeline, I call for the administrative burden to be kept to a minimum. The focus must be on prevention, on contact and on the effect of measures. Not on compliance.”

Fine-tune your policy on reintegration and adapted work

• Are you also feeling somewhat lost in the reintegration legislation? With this FAQ on the new reintegration rules you will quickly be back up to speed.

• Does the phrase 'developing a collective reintegration policy’ leave you scratching your head? If so, we will help you get started so that you can steer this useful (and mandatory) exercise in the right direction and document it.

• Organising other or adapted work is not always easy. To map out the possibilities, our adapted work matrix can be a useful tool.