Making reintegration work

To help long-term absentees return to work sooner, you will need to have a proper reintegration policy in place. Mensura can help you with developing such a policy, with setting up custom reintegration processes and with preventing fade-out by keeping in touch with these workers on your behalf.


Worker absenteeism more prevalent than ever. In Belgium, worker absenteeism is steadily on the rise.  

  • In 2016, approximately 392,000 employees in Belgium were on long-term absence due to illness – an astonishing 70% more than ten years ago.
  • Between the end of 2015 and the end of 2016, the number of long-term absentees grew by 9.5%, whereas in previous years, this used to be 5 to 6%.

Long-term or permanent?

You’re no doubt familiar with this: the longer the absence continues, the less likely your employee will return. Only half of the employees on absence for a period between three and six months due to illness or injuries will end up returning to work. You can help prevent this process of fade-out by keeping in touch with long-term absentees and by lowering the return-to-work threshold.

Supporting the return-to-work process

80% of workers need support throughout their return-to-work journey after having been absent from work for more than six weeks. A phased return to work, as well as discussing the whole return-to-work cycle and carefully listening to personal concerns are essential to increase the likelihood of a successful reintegration. For you as an employer, supporting the return-to-work process of injured or unwell employees also yields a solid return-on-investment, as it helps you save considerably on expenses directly or indirectly related to illness-related absenteeism.

Mensura will advise you

A structured and personalised approach is critical in tackling the challenges of long-term absenteeism and should include the following steps:

  • Mapping long-term absenteeism to bring more insight.
  • Involve all relevant parties in the reintegration policy: the CPPW, the works council, the occupational health physician, the board of directors, and members of management.
  • Communicate clearly and at regular intervals with employees on long-term absence. Research has shown that workers on long-term absence soon feel disconnected from their work and the organisation. Keeping in touch will help prevent fade-out.
  • When you motivate your workers, keep them involved in developments at work, and make them feel valuable, you will notice that their overall employability improves as well.

Who does what? What are your rights and obligations? Read everything there is to know about the reintegration of workers in our case study.



Mensura will help you develop a return-to-work policy – our approach towards reintegration – to get employees on long-term absence back on their feet and back to work sooner. Our experts will work with you and with the occupational health physician on a solution that addresses your specific requirements.

  • A well-thought-out policy will activate workers on prolonged illness leave to return to work.
  • Maximum availability of your workers, their knowledge and their expertise. 
  • Direct and indirect costs associated with long-term absenteeism are reduced.