Reintegration track 1 and 2: what do they involve and what is the difference?

This article explains exactly what track 1 and track 2 entail, how a second track process works, the phases involved, and what happens if a suitable job has not been found at the end. We also explain the role that MEPD plays in this process.

What exactly does track 1 in reintegration entail?

In track 1, the goal is to explore how an employee can (partially) return to their current role. If that is not immediately possible, other suitable options within the company are considered. The guidance in track 1 is part of the reintegration file and can be used simultaneously with track 2 if necessary.

Employer and company doctor work together with the employee to explore options for adjusting the work to current capabilities. In track 1, this can mean, among other things:

• Adjustment of the workplace.
• Adjustment of the position or tasks.
• Partial reintegration, for example through a gradual increase in working hours.
• Other or flexible working hours.

The agreements and options are recorded in the action plan. This clearly describes the steps to be taken and who is responsible for what. This way, the UWV has insight into what has been done for reintegration should the process later be assessed.

You can read more about this in our blog “Who decides and arranges reintegration?”

In short: in track 1, employer and employee together explore the possibilities within the organization for a sustainable return to work.

The second track: when does it start and how does the process work?

During the first-year evaluation, it is discussed whether returning to your current employer is still possible.
If there is no suitable position available or if the position no longer fits your capabilities structurally, the second track process is started.

Track 2 usually begins at the end of the first year of illness. From that moment, the employer and employee, together with a specialized agency such as MEPD, search for new and suitable employment with another employer.
The aim is not only to find a job, but above all to ensure sustainable hiring in a position that matches the person’s abilities, knowledge, and experience.

Customization is key during this process. Each process is different, but there are fixed phases that provide structure and help to regain perspective on work step by step.

The phases of a second track process

1. Intake interview. The employee meets the reintegration advisor. Together, they discuss the personal situation, work experience, and future wishes.
2. Analysis and action plan. A personal plan is drawn up with clear goals: where do you want to go and what is feasible within your possibilities.

3. Career orientation. Research is conducted into which roles, sectors, or activities match your talents, skills, and abilities.

4. Application training and support. You learn how to represent yourself, create a quality CV, and apply for jobs effectively.

5. Networking and mediation. MEPD actively supports the search for suitable vacancies, establishes contacts with employers, and guides you through job interviews.

6. Placement and aftercare. After a successful placement, there will be a period of support to help the employee adapt to the new working environment and maintain work in a healthy and sustainable way.

A second track process lasts on average six to twelve months, depending on the individual situation and the job market opportunities.

What if it’s not possible to find work in track 2?

Not every track 2 process leads directly to a job. Sometimes you may not manage to find suitable work within the available time. There can be several causes for this, such as:

• A tight labour market in the field.
• Limited capacity of the employee.
• Insufficient time within the two years the reintegration process is allowed by law.

After two years of illness, the WIA assessment by the UWV follows. It is assessed whether both employer and employee have done enough for reintegration. If so, wage payment ends and the UWV determines whether there is a right to a WIA benefit, depending on the level of disability and personal circumstances.

If it is found that one of the parties has done too little regarding reintegration, the UWV may take measures. If the employer has not made sufficient efforts, the UWV may impose a wage sanction. The employer then must continue to pay the employee’s wage for a longer period. If the employee has not cooperated enough in the reintegration, this may affect the amount or entitlement to the WIA benefit. That is why it is important that all steps, agreements, and efforts are carefully recorded in the reintegration file.

Even if (still) no placement has taken place, the process remains valuable. Often, greater clarity arises about someone’s possibilities, qualities, and wishes for the future. At MEPD, we continue to guide employees during this phase with career coaching or outplacement, so that new and suitable work perspectives can still be created.

The difference between track 1 and track 2 in brief

The role of MEPD

Where tracks 1 and 2 mainly revolve around legal steps and obligations, MEPD focuses on the human side of reintegration. Our reintegration advisors guide both employers and employees, with attention to recovery, development, and future outlook.

We help organizations maintain oversight, carefully build up files, and guide employees in a realistic way towards sustainable employment. At MEPD, one question is central: what does someone need to work with pleasure and confidence?

Whether you are an employer or employee, successful reintegration requires cooperation, trust, and expert guidance. By activating the right support in time, you can prevent delays and increase the likelihood of a sustainable return to work.

Would you like to know how MEPD can help your organization with a careful and effective reintegration process in both track 1 and track 2? Contact us for personal advice. Together, we’ll ensure a sustainable recovery and a successful return to work.