What does a reintegration meeting involve?
Blog by
Paul Bongers
4 April 2026
Do you have a reintegration meeting with your employer coming up and are you wondering what to expect? You’re not alone. Many people find such a meeting exciting or nerve-wracking. The purpose of this meeting is to see together how things are going, what steps have been taken, and what is appropriate at this moment.
A reintegration meeting helps to provide direction for your recovery and return to work. It is part of the broader reintegration process, in which you jointly assess whether the agreements made still match your situation and what next steps make sense.
At MEPD, we guide employees and employers through these kinds of meetings on a daily basis. We make sure the process runs smoothly, the communication remains pleasant, and that there is room for the person behind the process.
In this article, you’ll read about the purpose of a reintegration meeting, when it takes place, who is present, what to expect, and how to prepare well.
What is the purpose of a reintegration meeting?
A reintegration meeting is intended to discuss the progress of your recovery and return to work. The meeting helps to coordinate whether everything is still on track and if the agreements made still fit the current situation.
For the employer, it is a moment to record progress and consider whether adjustments are needed. For you as an employee, it’s an opportunity to share what is going well, what you find challenging, and where you might need extra support.
This way, the process remains realistic, clear, and tailored to what you can handle at that moment.
When does the meeting take place?
According to the Gatekeeper Improvement Act, employer and employee regularly hold progress meetings. In addition, there are a number of fixed moments when a reintegration meeting takes place:
- After the problem analysis (around week 6).
- When drawing up the action plan (around week 8).
- During the first year evaluation (after one year of illness).
- During the final evaluation (after two years of illness).
Additional meetings may be scheduled in between, for example if your situation changes, your working hours are increased, or if a possible second-track process is being considered.
If you want to know more about who is responsible for what within this process, read our blog who decides and arranges reintegration.
Who is involved?
The following people are usually present at a reintegration meeting:
- You (the employee).
- Your supervisor or HR advisor.
- Sometimes the company doctor or a reintegration advisor.
Additionally, a confidential counselor or coach can join if that’s comfortable or helpful. It is important that the meeting takes place in an open and safe atmosphere, with room to discuss both what is going well and what is still difficult.
Which topics are discussed?
During the reintegration meeting, you discuss how things are going, what is possible, and which steps can be taken in the coming period.
Common discussion topics include:
- How you are doing physically and mentally.
- Which tasks are feasible at the moment.
- If any adjustments are needed in tasks or working hours.
- If the action plan needs to be revised.
- What support or guidance could help you move forward.
Afterwards, the agreements are documented in a report. This report becomes part of the reintegration file and helps ensure the process is followed carefully.
How to prepare well for a reintegration meeting?
Good preparation helps you enter the meeting with confidence. If you know in advance what is important, you can clearly state what you need and what works for you.
Some practical tips:
- Read through the previous report again.
- Think about what has changed since your last meeting.
- Note what went well and what you still struggled with.
- Write down questions you want to ask.
- Be open about what you can handle and what (still) doesn’t work.
By being honest about your capacity, there is room for a realistic and achievable next step.
The role of MEPD
At MEPD, we see reintegration meetings as moments of coordination, not as inspections. Meetings where there is space to honestly discuss how things are going, what is feasible, and what support can help you move forward.
Our advisors provide structure and clarity, so that the meeting remains focused and the emphasis is on recovery and trust. This creates a safe basis for making decisions together that fit the situation at that time.
Do you want to know how MEPD can support in conducting or guiding reintegration meetings? Feel free to contact us. We will think along and help to ensure the process runs carefully and with attention to people.
Paul Bongers
Process manager and career advisor
I now have over 25 years of experience in HR. From recruitment and selection to conducting job interviews and guiding employees who are looking for a new job, to running development and reintegration programs.
