Track 2 for mental health complaints (anxiety, depression, ADHD)
- 09/08/2026
- Posted by: Rosalie Derksen
- Category: Uncategorized
Employees experiencing mental health issues such as anxiety, depression, or ADHD are eligible for second-track reintegration when it becomes clear that returning to their own role — or any other position within the current organization — is not feasible. This is assessed based on the functional capabilities determined by the occupational physician, not on a minimum percentage of work capacity. In this article, we answer the most frequently asked questions about second-track reintegration for employees with mental health conditions.
When is an employee with mental health issues eligible for second-track reintegration?
An employee with mental health issues becomes eligible for second-track reintegration as soon as it is clear that the first track — returning to their own or an adapted role with the current employer — is no longer viable. There is no statutory right to second-track reintegration after a fixed period, but the timing follows a recognizable pattern within the first 104 weeks of sick leave.
In practice, the timeline unfolds as follows:
- Around week 42, the employer reports the sick leave to the UWV.
- Around weeks 46 to 52, the first-year evaluation takes place, during which it is assessed whether second-track reintegration should be initiated.
- The second track must be started in a timely manner as soon as it is established that the first track is no longer working.
It is important to note that second-track reintegration begins while the employment contract is still in effect. It is not a consequence of dismissal, but a reintegration obligation during the continued payment of wages during sick leave. For mental health conditions, no minimum percentage of work capacity applies. The occupational physician determines the employee’s functional capabilities, and on that basis it is decided whether and how the second track is deployed.
What makes second-track reintegration for mental health conditions different from physical disability?
For mental health conditions such as anxiety, depression, or ADHD, the second-track reintegration process is more complex than for physical disabilities, because capacity can fluctuate significantly and is more difficult to measure objectively. While a broken leg has a clear recovery path, mental health conditions require an approach that accounts for variable energy levels, concentration difficulties, and emotional resilience.
Specific challenges in reintegration following mental health issues include:
- Capacity varies from day to day, making planning and keeping commitments more difficult.
- Stigma surrounding mental health conditions can slow down the search for new employment.
- ADHD affects executive functions such as planning, prioritizing, and self-regulation.
- Anxiety and depression undermine self-confidence, which has a direct impact on job interviews.
A well-designed second-track program for mental health conditions therefore requires coaches who have not only a thorough knowledge of the labor market, but also an understanding of the impact of mental health issues on daily functioning. Tailored support is not a luxury here — it is a necessity.
What does a second-track reintegration process for anxiety, depression, or ADHD look like, step by step?
A second-track reintegration process for mental health conditions follows a structured approach, but is always tailored to the individual circumstances of the employee. The support continues in principle for as long as the employment contract is in effect and reintegration efforts are required within the 104-week period.
A typical structure looks like this:
- Intake and exploration: The coach works together with the employee to map out their functional capabilities, wishes, and barriers. For mental health conditions, particular attention is paid to energy management and personal boundaries.
- Developing a tailored program: In consultation with the employer and employee, a reintegration plan is drawn up. This plan takes into account the nature of the condition and the pace of recovery.
- Labor market orientation: The employee explores which roles and sectors match their capabilities, even if these differ from their previous work history.
- Active job search support: Interview training, networking, and targeted placement, with the coach actively thinking along and opening doors.
- Aftercare and consolidation: Following placement, the transition to the new workplace is supported to prevent relapse.
What role does ACT play in second-track reintegration for mental health conditions?
Acceptance and Commitment Training, or ACT, plays a valuable role in second-track reintegration for employees with mental health conditions. ACT helps people not to fight limiting thoughts, but to accept them and still take steps toward what matters to them. That is precisely what is needed when anxiety, depression, or ADHD stands in the way of finding new employment.
Research shows that employees who train their psychological flexibility through ACT demonstrate a noticeable improvement in work performance and mental resilience, while work-related stress and the risk of relapse decrease. Within a second-track reintegration program, ACT can be used to:
- Transform negative self-images into constructive action.
- Break through avoidance behavior, which is common in anxiety and depression.
- Help employees with ADHD work on focus, values, and self-compassion.
- Strengthen confidence in one’s own abilities in the labor market.
ACT is not therapy, but a practical training that gives people tools to cope with uncertainty. Especially during a period of reintegration — full of change and uncertainty — it provides a solid foundation.
What are the rights and obligations of employers and employees during second-track reintegration?
During a second-track reintegration process, both the employer and the employee have clear obligations. The employer is responsible for initiating appropriate reintegration efforts in a timely manner. The employee is required to cooperate with the process, even when it is emotionally demanding. Both parties jointly decide to pursue the second track — the UWV does not impose this during the process.
The UWV assesses retrospectively, at the time of the WIA application after 104 weeks, whether sufficient reintegration efforts have been made. If this is not the case, the UWV may impose a wage sanction: an extension of the continued wage payment obligation by up to 52 weeks. This represents a significant financial consequence for the employer.
In practical terms, this means the employer must:
- Maintain an up-to-date and well-documented reintegration file.
- Start the second track in a timely manner, as soon as it is clear that the first track is not working.
- Fund a high-quality program with a certified reintegration coach.
For the employee, the following applies:
- Actively participate in the reintegration plan, even when it is difficult.
- Communicate openly about any barriers with the coach and occupational physician.
- Keep appointments, or give timely notice when this is not possible.
How do you choose the right second-track reintegration coach for mental health conditions?
The right second-track coach for mental health conditions combines knowledge of the labor market with an understanding of the impact of anxiety, depression, or ADHD on daily functioning. A coach who simply presents job vacancies without considering the person behind the condition will achieve little. Choose someone who delivers tailored support and sees the employee as a whole person.
When making your choice, consider the following criteria:
- Experience with mental health conditions: Ask explicitly about experience with anxiety, depression, and ADHD in reintegration programs.
- Methodology: Does the coach work with evidence-based methods such as ACT? This makes a real difference in cases of mental health-related absence.
- Personal guidance: Having one dedicated coach throughout the entire process provides stability and trust — which is especially important for employees with mental health conditions.
- Recruitment knowledge: A coach with active knowledge of the labor market opens doors that would otherwise remain closed.
- Flexibility: Can the program be adjusted if circumstances change? With mental health conditions, this is not the exception — it is the rule.
Always ask for concrete results and references. A good coach is transparent about their approach and is not afraid to take on complex situations.
How UFIND supports second-track reintegration for employees with mental health conditions
UFIND specializes in second-track reintegration for employees in complex situations, including mental health-related absence due to anxiety, depression, or ADHD. We combine over 15 years of experience in reintegration and outplacement with a personal, results-driven approach. Our strength lies in the combination of in-depth labor market knowledge and the ACT methodology, which we use to help employees transform limiting thoughts into concrete steps toward new employment.
What we offer:
- A tailored program developed in consultation with both the employer and the employee.
- One dedicated coach who guides the entire process, from intake to placement.
- Integration of ACT training for employees who are stuck due to mental health conditions.
- Active labor market support drawing on recruitment expertise, including for candidates in a difficult position.
- Flexible programs that adapt to the employee’s recovery process.
We embrace complex situations and are not deterred by a challenging labor market or a complicated case. Want to know what we can do for your employee? Get in touch and we will explore the possibilities together.