Returning to the workplace
If an employee has been absent due to illness, it is preferable to have them return to their familiar work environment as soon as possible. Our return to work programmes focus on having the employee return safely and gradually to the workplace, while taking into account their health and the organisation’s needs.
Understanding tracks
Anyone navigating the return to work process will frequently encounter the term ‘track’. What does this mean?
Put simply: track 1 is for those who want to remain at their own workplace, and track 2 is for those who need to find a new workplace. For employees on track 1, we make every effort to help them return to their existing employer, with any necessary changes such as flexible working hours, an adjusted workspace, or a different position. If this is unsuccessful, we then switch to track 2 and help the employee to find a new position elsewhere.
Either way, we will ensure that your employee finds the place that is right for them, regardless of the track they are on. Because both tracks can run concurrently with each other, we use this term instead of ‘steps’ or ‘phases’. There is also a track 3 for those who have been declared completely unfit for work, which we will not discuss here.
Track 1 approach
There are five steps to a track 1 process, as follows:
1. Intake interview and problem analysis
The company doctor and return to work coach discuss the employee’s situation. The company doctor prepares a problem analysis specifying what the employee can and cannot do. This becomes the foundation for the following steps.
2. Action plan
In the eighth week of the employee’s illness, the employer and the employee prepare an action plan together that is based on the company doctor’s problem analysis. This action plan outlines the return to work goals and the steps that the employee will take to this end.
3. Occupational consultant’s investigation
An occupational consultant examines the employee’s options to see whether they can resume their previous work or will have to transfer to another position within the organisation. This is based on the employee’s capacity and any necessary adjustments to the work environment.
4. Resuming work (original work or adjusted work)
If possible, the employee returns to their original work, with any adjustments necessary. If this is unsuccessful, then a suitable alternative position within the organisation will be sought.
5. Evaluation and conclusion
Progress meetings are held during the programme in order to assess whether the employee’s return to work is proceeding successfully. The programme will be concluded once the employee has successfully returned to work. If the employee is unable to return to their original work or an adjusted form of their work, they can transfer to track 2.
Costs
A track 1 return to work programme costs between €1,500 and €3,500 excl. 21% VAT. The final cost depends on the degree of guidance required, and the employee’s personal situation. Naturally, we will provide a quotation in advance so you know what to expect.
Track 2 approach
A track 2 process is initiated when it is no longer an option for the employee to return to their original position with their current employer (track 1). According to the Eligibility for Permanent Incapacity Benefit (Restrictions) Act (Wet verbetering poortwachter), the employer is responsible for searching for external opportunities together with the employee. This process is not only a legal obligation, but also a chance for the employee to discover new opportunities and successfully reintegrate into the labour market.
A track 2 process is initiated after the eighth week at the earliest, and no later than the 52nd week of incapacity for work.
The process consists of the five steps described below.
1. Intake interview and action plan
We start with a comprehensive intake in which we determine the employee’s personal situation, work experience, qualities and options. We then draw up an action plan consisting of realistic goals, and outline a path that suits the employee’s needs.
2. Person-centred phase: acceptance and revitalisation
During this phase, we work together with the employee to help them process the situation and rediscover their energy and motivation. We also pay attention to the emotional aspects of the process, such as the grief process and regaining self-confidence.
3. Vocational orientation: exploring new opportunities
We assist the employee in exploring new career directions, taking into account their interests, skills and the opportunities available on the job market. We also investigate whether retraining is necessary.
4. Job interview training and CV optimisation
We provide the employee with intensive support in creating a professional CV and effective cover letters, as well as training them in making job applications and using media such as LinkedIn.
5. Job hunting and approaching employers
We help the employee to approach employers independently and prepare for interviews with potential employers.
Costs
A track 2 return to work programme costs between €1,800 and €4,000 excl. VAT. The final cost depends on the degree of guidance required, any additional training modules that need to be implemented, and the employee’s personal situation.
Why choose gevoelszaken?
At gevoelszaken, we combine professionalism with a human approach. We understand that each process is different, and personalise our services according to the needs of the employee and the employer, while paying close attention to the interests of both parties. Our coaches are committed, knowledgeable, and fully dedicated to ensuring the success of the process. Our clear communication and comprehensive reports mean the entire process is transparent.
Want to know more?
Please feel free to contact us for more information or to request a quotation. We will be more than happy to assist you with absence management that provides new prospects for both employees and employers.
Interested in strengthening your team?