Who determines and arranges reintegration?
Blog by
Paul Bongers
25 March 2026
A lot comes your way during a reintegration process. You have to deal with various parties: your employer, the occupational health physician, and sometimes a reintegration agency. This raises questions. Who actually decides what happens? And who is responsible for the progress of the process?
At MEPD, we notice there are often misunderstandings about this. Yet clarity about roles and responsibilities provides peace of mind. In this blog, we clearly explain who plays which role in reintegration and how you can keep a grip on the process.
Who determines reintegration?
Reintegration is a shared responsibility. This means that several parties are involved, each with their own role.
- The employer is obligated to initiate the reintegration process, provide guidance, and offer suitable work.
- The employee actively contributes to recovery and indicates what is and isn’t feasible at any given time. You can read exactly what this obligation entails in our blog is reintegration mandatory and what it means for you.
- The occupational health physician assesses what is medically responsible and advises on the possibilities within someone’s capacity.
The occupational health physician has a central and independent role. They do not decide what someone must do, but indicate what is possible. Based on this advice, employer and employee make agreements about how the work will be carried out.
Who arranges things in practice?
Although reintegration is a shared responsibility, the organization of the process in practice mainly lies with the employer. The employer oversees the process, from the initial sickness report to progress meetings and evaluations.
Key tasks for the employer include:
- Reporting the sickness to the occupational health service or physician.
- Drafting and maintaining the action plan.
- Holding and recording progress and evaluation meetings.
- Engaging a reintegration agency if needed, for example, during a second track process.
As an employee, you are responsible for your own effort and communication. By openly indicating what does and doesn’t work, the process remains workable and realistic.
The role of the occupational health physician
The occupational health physician looks at the medical side of reintegration and assesses what someone is capable of at that moment. They guide the pace and possibilities of the process.
Important to know:
- The occupational health physician does not share medical details with the employer.
- They translate their findings into what is and isn’t possible at work.
- Their advice is leading for decisions such as resuming work, building up hours, or possibly moving to track 2.
Good cooperation between the occupational health physician, employer, and employee prevents delays and confusion. It ensures that decisions are made carefully and in balance.
The role of a reintegration agency
When it becomes clear that returning to your own organization is no longer feasible, the second track usually starts. The employer then often engages a specialized reintegration agency.
Read more about this in our blog reintegration track 1 and 2: what is the difference and how does the second track work?
At MEPD, we guide these processes from start to finish. We provide:
- Guidance for the employee during orientation and job applications.
- Clear communication between employer, employee, and occupational health physician.
- Support with career research and placement.
- Clear reports for the UWV, ensuring the file is complete and correct.
This collaboration keeps the process clear and professional, with room for personal attention and recovery.
Who monitors the reintegration?
The UWV only assesses reintegration when someone has been ill for a long time. If someone recovers within a few months, the process remains internal and there is no review.
Only when absence approaches two years does the UWV assess whether the employer and employee have done enough for reintegration. They check whether the process was carried out carefully and agreements were followed.
If someone is still not (fully) able to work at that time, a WIA assessment also follows. The UWV then determines the extent to which someone can still work and whether there is an entitlement to benefits.
A well-built reintegration file helps make this assessment organized and shows that the process has been carried out seriously and carefully.
Taking responsibility together
Reintegration works best when everyone knows their role and takes responsibility. The employer arranges the process, the employee actively participates, and the occupational health physician sets the medical framework.
By communicating openly and engaging expert guidance on time, the process remains clear and people-oriented. This helps prevent misunderstandings and increases the chance of a sustainable return to work.
Would you like to know how MEPD can support your organization with reintegration or improving internal processes? Feel free to contact us. We are happy to help you find an approach that works, for both people and organizations.
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 guiding employees who are looking for a new job, to carrying out development and reintegration processes.
