Track 2 process
A track 2 process begins when an employee has been on long-term sick leave and can no longer return to their own organization. In that case, the focus shifts to suitable work with another employer. This is also called second track reintegration.
For many employers, this raises questions. When are you required to start a second track process? What does the UWV expect? And how do you ensure that the process runs not only thoroughly, but also actually leads to results?
This page gives you a clear overview of how a track 2 process works, what is expected of you, and how to handle it well.
At MEPD, we guide employers in the manufacturing industry and technology sector through this process. We understand the reality of jobs involving physical demands, shift work, or specialized knowledge. That allows us to take a realistic look at what is possible.
What is second track reintegration?
A track 2 process means that as an employer you investigate whether an employee can find suitable work at another organization. This happens when it becomes clear that returning to their own job or within the company is no longer feasible.
According to the Dutch Gatekeeper Improvement Act, as an employer you are obliged to start this process on time.
Would you first like to better understand how reintegration works at its core?
Read what reintegration is and how the process works.
The goal of a second track process is not just to find work, but especially sustainable placement. Work that matches the employee’s capacity, experience, and abilities.
In practice, this often means a new direction. For many people, that’s exciting, but it can also open up new opportunities.
Read how a reintegration process is experienced in practice.
How does the track 2 process work?
A track 2 process consists of several steps that logically follow one another. The process focuses on finding suitable work outside your own organization.
The key phases are:
- Intake and analysis
Mapping out the situation, capacity, and possibilities. - Action plan
A concrete process is drawn up with goals and actions. - Career orientation
Looking at suitable roles, sectors, and opportunities. - Labor market exploration
What opportunities are actually available? - Application support
Support with CV, interviews, and positioning. - Mediation and placement
Active guidance towards a new employer.
Throughout the process, it is important to document every step carefully. This forms the basis for the reintegration file that will be assessed by the UWV.
Want to know who’s responsible for what in this process?
Read who determines and manages reintegration.
Suitable work after a second track process: what does it mean?
In a second track process, everything revolves around suitable work. That means work that matches what someone is currently capable of, both physically and mentally.
This can mean:
- different work within the same sector
- work with less physical strain
- retraining to a new field
- a position at another organization
Suitable work is not necessarily the same work as before. In fact, a new direction may better match someone’s capacities and ensure long-term employability.
Not sure what is and isn’t allowed during reintegration?
See here what is and isn’t permitted during reintegration
Legal obligations of the second track process
A track 2 process is not without obligation. Employers are required to actively work on reintegration and record everything carefully.
If you start too late with a second track process, or if the process is insufficiently substantiated, the UWV can impose a wage sanction. This means you, as the employer, must continue to pay salary for a longer period.
That’s why it is important that:
- the process is started on time
- all steps are documented
- efforts can be demonstrably shown
Not sure what exactly is expected from you, or how this works in practice?
Read what makes reintegration mandatory and what happens to your salary during reintegration.
Second track reintegration: feasibility study
Before starting a track 2 process, a feasibility study can be carried out. This determines whether starting the process makes sense at that time.
The following is assessed:
- the employee’s capacity
- job market opportunities
- the chance of a sustainable placement
This prevents unnecessary time and costs being spent, or unrealistic expectations being set.
Want to stay in control of the process and avoid unnecessary delays?
Read how to save time, costs, and frustration during a reintegration process.
Outplacement and career development
Sometimes during a track 2 process it turns out that another approach is a better fit. For instance, when someone needs a completely new direction.
Outplacement or career guidance can then be a logical next step. The focus then shifts from reintegration to actively supporting the move towards a new job that better matches the employee’s abilities.
Read about the difference between outplacement and reintegration.
Frequently asked questions about the track 2 process
What is a track 2 process?
A track 2 process is a reintegration process in which an employee is guided towards suitable work with another employer, because returning to their own organization is no longer possible.
When does a track 2 process start?
A track 2 trajectory usually starts around the first year of sick leave, during the first-year evaluation. At that point, it is assessed whether returning to work is still possible.
When should you initiate track 2?
Track 2 is initiated as soon as it becomes clear that an employee cannot return within the organization. Sometimes, this can even be before the first year of sick leave.
How long does a second-track process take?
A second-track process lasts on average between 6 and 12 months, depending on the situation and opportunities in the labor market.
What does a track 2 process cost?
The costs average between €3,000 and €6,000, depending on the duration and intensity of the process. In most cases, these costs are borne by the employer. A well-executed process often prevents higher costs, such as a wage sanction.
Who pays the salary during a second-track reintegration process?
The employee remains employed by the employer. The employer continues to be responsible for salary payment during the process.
When does a track 2 process end?
A track 2 process ends when the employee is sustainably placed with another employer, or when the maximum term of two years of illness has been reached.
What MEPD can do for you
A track 2 process requires attention to detail, knowledge of the law, and sensitivity to the employee’s situation. It’s not a standard process, but tailor-made.
At MEPD, we guide employers in the manufacturing industry and technology sectors through the complete execution of second-track processes. We provide structure, clear reporting, and personal guidance, ensuring that the processes not only meet the requirements of the UWV, but also achieve real results.
You will know exactly what to expect, which steps are necessary, and how to avoid risks such as a wage sanction.
Would you like to brainstorm about an ongoing process or find out what is needed in your situation? Feel free to contact us. We think along with you and provide an approach that works—for both employee and organization.
How can we help your organization further?
We focus on the positive. We look at the options the employee has and encourage a return to the workforce.
Our locations:
- Hengelo (OV)
- Baarn
- Barendrecht
- Drachten
- Eindhoven
- Zwolle
- Various project locations
We will contact you as soon as possible.
