What are you allowed and not allowed to do during reintegration?
Blog by
Paul Bongers
14 April 2026
During reintegration, employee and employer work together towards recovery and returning to work. This often raises questions: what is allowed, what isn’t, and where are the boundaries?
Clear answers help make the process calm and careful. When everyone knows what to expect, there’s more room for recovery and trust.
In this blog, you’ll read what is and isn’t permitted for both employee and employer during reintegration, and how misunderstandings can be avoided.
What is allowed during reintegration?
Reintegration is intended to help you gradually return to work, in a way that matches your own capabilities. The pace and approach differ from person to person.
Exactly what you’re allowed to do depends on your situation. Still, there are some general guidelines that apply to most processes.
Doing suitable work
You may carry out tasks that match what you’re currently able to do. This could mean temporarily taking on lighter duties, working fewer hours, or (partly) performing different types of work.
The company doctor indicates what is medically responsible. Together with your employer, you look for the best possible way to adjust your work accordingly.
Building up in small steps
It’s normal to start slowly and gradually increase your workload. By building up in small steps, you avoid overexertion and increase the chance of lasting recovery.
The pace does not need to be fixed. During the process, you regularly evaluate whether the build-up is still a good fit for how you’re doing.
Different work or guidance
If returning to your original position isn’t possible, you’ll look together for suitable alternative work within the company. If that doesn’t work, a job with another employer could be the next step.
You can also get guidance from a reintegration coach or career advisor. This helps you stay organized and confidently explore what is possible.
What is not allowed during reintegration (and what are you not required to do)?
In addition to what is allowed, there are clear boundaries. These aren’t meant to limit you, but to keep the process fair and protect your recovery.
Do not return to work without consultation
Don’t start working on your own initiative if the company doctor hasn’t cleared it yet. This isn’t because working is “forbidden,” but to prevent you from returning too soon and having symptoms recur.
The company doctor helps determine a pace that suits your recovery.
Don’t refuse work without reason
If the company doctor says certain duties are within your abilities, you’re expected to cooperate. What this means, and what your responsibility is, can be found in our blog is reintegration compulsory and what does that mean for you.
Is something really not possible? Be sure to mention it. Reintegration is about working together to find what’s possible, not about forcing things. Only when someone consistently refuses to cooperate without a valid reason can this have consequences for their pay.
You decide what to share about your health
Your employer does not need to know your diagnosis or what treatment you’re following. Medical information remains confidential with the company doctor.
The company doctor translates your situation into what is and isn’t possible at work. This way, your privacy is protected and your employer only knows what they need to accommodate, without you having to share everything.
Staying in contact is still required
During reintegration it’s important to remain reachable and keep appointments. This helps keep the process clear and avoids misunderstandings.
If you’re unable to respond or be present at some point, let them know. The most important thing is to keep communicating.
What is an employer not allowed to do?
Reintegration demands something from the employer as well, not just the employee. There are also clear boundaries for employers. These make sure the process stays careful and recovery isn’t put under pressure.
An employer may not:
- Pressure you to work faster than is responsible.
- Ask about your diagnosis or medical background.
- Make decisions about tasks or working hours without consulting you and the company doctor.
- Record or use medical data without permission.
- Make changes without a jointly established plan.
If both employer and employee continue communicating and respect the company doctor’s role, the process stays balanced and workable for everyone.
The role of MEPD
Clarity about what is and isn’t allowed during reintegration brings peace of mind. It prevents misunderstandings and helps you work on recovery together in a way that is achievable and fair.
At MEPD, we guide employers and employees through this process, mindful of both structure and the human side. We ensure clear agreements, good communication, and room to follow the process carefully.
Would you like to know how MEPD can help your reintegration go smoothly and clearly? Please feel free to contact us. We’ll think along and support you where needed, step by step.
Paul Bongers
Process manager and career advisor
I now have over 25 years of experience in HR. From recruitment and selection to conducting interviews and assisting employees who are looking for a new job, to carrying out development and reintegration processes.
