It is a legally defined process to determine whether – and how – an employee can return to work after a long-term illness.
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Why choose a reintegration process?
- The process is a formal procedure to help employees return to work after a long absence.
- Both you and your employee are required to engage with it actively.
- You will be supported by an occupational physician and other professionals.
- It involves looking for a feasible way for the employee to return to work: in the same position, with modified work or different work?
- You can initiate the process as an employer subject to certain conditions, but your employee can also do so.
What is a reintegration process?
A formal reintegration process is started during a period of unfitness for work. Together with the occupational physician, it is ascertained whether a return to work is possible, and if so, how.
The occupational physician takes account of the employee’s limitations for medical reasons, the work environment and the potential need for modified or different work.
After the process has started, the occupational physician, employee and employer have specific responsibilities, duties and rights:
The occupational physician carries out the reintegration assessment.
The employee must cooperate with the reintegration.
You draw up a reintegration plan. If reintegration is not possible, you draw up a report giving reasons for this.
The occupational physician must make a decision within 49 calendar days of receiving the reintegration request. This is done on the basis of the assessment, consultation and possibly a visit to the workplace. This decision forms the basis for the rest the process, in which the conditions for a feasible and sustainable return to work are sought, possibly under modified circumstances.
More information about the conditions for and nature of a reintegration procedure can be found here (link!).
How does Mensura help in practice?
Assessment of the medical situation: the occupational physician assesses whether the employee is still partly or completely able to do their original work, or whether modifications are necessary. The physician takes account of the employee’s medical limitations and possibilities and the work context.
Drawing up a reintegration assessment: this contains a proposal of possibilities (such as modified work, different work or permanent unfitness) and any recommendations.
Starting point for consultation: together with your employee, you look for feasible solutions within the organisation.
Guidance and follow-up: you must document a reintegration process in a correct and formal manner. Mensura steers you through the process and provides you with all the information and guidance you need to complete it smoothly and properly.
Frequently asked questions
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.
Am I, as an employer, obliged to request an assessment of work potential for an absent employee?
As an employer, you are required to request an assessment of the work capacity for employees who have been continuously incapacitated for work for more than eight weeks since January 1, 2026.
If you, as an employer, wish to initiate a reintegration trajectory without the consent of your employee, an assessment of the work capacity is always required. Do you have the (documented) consent of your employee to start a reintegration trajectory? Then an assessment of the work capacity is not necessary.
How do I start a reintegration process?
Send an email to your account manager, attaching this completed request document if possible.
Your employee can also start a formal reintegration process by emailing this request document to info.edpb@mensura.be
What if my employee fails to attend the reintegration assessment?
If your employee fails to attend after 3 consecutive invitations, the reintegration process will be closed.
There are also consequences for your employee for not attending, as this must be reported to the health insurance fund (mutuality):
2nd absence: suspension of benefits from that date until the employee contacts the health insurance fund again.
• 3rd absence: suspension of benefits from that date until the day before physical contact or the first "Back-to-Work" contact moment actually takes place.
What should I do after the recommendation from the occupational physician?
The reintegration report contains full details about the next steps, such as drawing up a reintegration plan.
What support can the employee call upon during this process of reintegration?
The employee can be supported by:
the employee representative (on the joint committee) or the trade union representative
the return-to-work coordinator
What if I cannot provide modified work that meets the occupational physician’s requirements?
In that case, as an employer you must draw up a report in which you explain why a return to work is not possible.
What does my employee need to bring to the meeting with the occupational physician?
The employee must bring their medical records with recent reports on their condition.
The employee can download these from (Dutch) mijngezondheid.be or (French) masante.be or ask their doctor for them.
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.
Am I, as an employer, obliged to request an assessment of work potential for an absent employee?
As an employer, you are required to request an assessment of the work capacity for employees who have been continuously incapacitated for work for more than eight weeks since January 1, 2026.
If you, as an employer, wish to initiate a reintegration trajectory without the consent of your employee, an assessment of the work capacity is always required. Do you have the (documented) consent of your employee to start a reintegration trajectory? Then an assessment of the work capacity is not necessary.
How do I start a reintegration process?
Send an email to your account manager, attaching this completed request document if possible.
Your employee can also start a formal reintegration process by emailing this request document to info.edpb@mensura.be
What if my employee fails to attend the reintegration assessment?
If your employee fails to attend after 3 consecutive invitations, the reintegration process will be closed.
There are also consequences for your employee for not attending, as this must be reported to the health insurance fund (mutuality):
2nd absence: suspension of benefits from that date until the employee contacts the health insurance fund again.
• 3rd absence: suspension of benefits from that date until the day before physical contact or the first "Back-to-Work" contact moment actually takes place.
What should I do after the recommendation from the occupational physician?
The reintegration report contains full details about the next steps, such as drawing up a reintegration plan.
What support can the employee call upon during this process of reintegration?
The employee can be supported by:
the employee representative (on the joint committee) or the trade union representative
the return-to-work coordinator
What if I cannot provide modified work that meets the occupational physician’s requirements?
In that case, as an employer you must draw up a report in which you explain why a return to work is not possible.
What does my employee need to bring to the meeting with the occupational physician?
The employee must bring their medical records with recent reports on their condition.
The employee can download these from (Dutch) mijngezondheid.be or (French) masante.be or ask their doctor for them.
Mensura helps you
Mensura offers a variety of products and services to boost well-being and health and safety in your organisation. From the legally required to the incredibly useful.