Second track reintegration
Second-track reintegration becomes relevant when an employee has been on long-term sick leave and can no longer return to their current role or another suitable position within the organization. In that case, the focus shifts to finding suitable work with another employer.
For many employers, this raises important questions. When are you required to start second-track reintegration? What does the UWV expect? And how do you make sure the process is not only thorough, but also focused on real results?
This page explains how second-track reintegration works, what is expected from you as an employer, and how to approach the process carefully and effectively.
At MEPD, we support employers in the manufacturing and technology sectors throughout this process. We understand the reality of physically demanding jobs, shift work, and specialized technical roles. This allows us to take a realistic look at what is still possible.
What is second track reintegration?
Second-track reintegration means exploring suitable employment opportunities outside the current organization. This becomes necessary when returning to the employee’s own role, or another suitable role within the organization, is no longer realistic.
Under the Dutch Gatekeeper Improvement Act (Wet verbetering poortwachter), employers are required to start this process within the appropriate legal timeframe.
Want to understand the basics of reintegration first?
Read what reintegration is and how the process works.
The goal of second-track reintegration is not simply to find another job. The focus is on sustainable placement: work that matches the employee’s current capacity, experience, and abilities.
In practice, this often means exploring a new direction. That can feel uncertain at first, but it can also create new opportunities.
Read how employees experience the reintegration process in practice.
How does second track reintegration work?
Second-track reintegration consists of several connected steps. Each step is focused on finding suitable employment outside the current organization.
The main phases are:
- Intake and assessment
We map out the employee’s situation, current capacity, and opportunities. - Action plan
We create a clear plan with goals, actions, and next steps. - Career orientation
We explore suitable roles, sectors, and possible career directions. - Labor market exploration
We assess which opportunities are realistically available. - Application support
We provide support with resumes, interviews, and positioning in the job market. - Job search and placement
We actively support the employee in finding and moving into suitable work with another employer.
Throughout the process, it is important to document each step carefully. This documentation forms an important part of the reintegration file reviewed by the UWV.
Want to know who is responsible for each part of the process?
Read who determines and manages reintegration.
What does suitable work mean in second track reintegration?
Suitable work is work that matches what an employee is currently able to do, both physically and mentally.
This may include:
- a different role within the same sector
- work with fewer physical demands
- retraining for a different field
- a position with another organization
Suitable work does not necessarily mean returning to the same type of role. In some cases, a new direction may be a better fit for the employee’s current abilities and support long-term employability.
Not sure what is and is not allowed during reintegration?
Read what is permitted during reintegration.
Legal obligations in second track reintegration
Second-track reintegration comes with clear legal responsibilities. Employers are required to actively support the reintegration process and document their efforts carefully.
If the process starts too late or is not sufficiently supported by evidence, the UWV may impose a wage sanction. This can mean that the employer must continue paying the employee’s salary for a longer period.
That is why it is important to make sure that:
- the process starts on time
- all steps are properly documented
- reintegration efforts can be clearly demonstrated
Not sure what is expected from you or how the rules work in practice?
Read when reintegration is mandatory and what happens to salary during reintegration.
Feasibility assessment for second track reintegration
Before starting second-track reintegration, a feasibility assessment can help determine whether the process is appropriate at that time.
The assessment looks at:
- the employee’s current capacity
- opportunities in the labor market
- the likelihood of sustainable placement
This helps prevent unnecessary delays, costs, and unrealistic expectations.
Want to keep control of the process and avoid unnecessary setbacks?
Read how to save time, costs, and frustration during reintegration.
Outplacement and career development
Sometimes, second-track reintegration shows that another form of support may be a better fit, especially when the employee needs to move in a completely new career direction.
Outplacement or career development can then be a logical next step. The focus shifts from meeting reintegration requirements to actively helping the employee find work that better matches their strengths, experience, and future opportunities.
Read more 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.
