Track 2 for a temporary contract or zero-hours contract
- 11/08/2026
- Posted by: Rosalie Derksen
- Category: Uncategorized
Yes, an employee with a temporary contract or zero-hours contract is generally entitled to second-track reintegration, as long as the employment relationship still exists and the employer’s wage continuation obligation is in effect. The type of contract matters less than many employers think: the Wet verbetering poortwachter (Gatekeeper Improvement Act) applies to temporary workers and on-call workers as well. In this article, we answer the most frequently asked questions about second-track reintegration for temporary and zero-hours contracts.
Is an employee with a temporary contract entitled to second-track reintegration?
An employee with a temporary contract is entitled to second-track reintegration for as long as the employment relationship continues and the employer is obligated to continue paying wages during illness. The Gatekeeper Improvement Act makes no distinction between permanent and temporary contracts: the reintegration obligation applies to both. As long as the employment agreement is in force, the employer must make active efforts toward recovery and return to work.
An important point to note: there is no statutory right to second-track reintegration after exactly 13 weeks of illness. The second track is initiated when it becomes clear that returning to the employee’s own role — or to another position within the organization — is not realistic. That determination is made jointly by the occupational health physician and the employer, not by the UWV.
When does second-track reintegration begin for a temporary or zero-hours contract?
The second track begins when the occupational health physician determines that reintegration within the employee’s own organization (first-track reintegration) is not feasible or offers insufficient prospects. There is no fixed start date, but in practice the assessment follows a recognizable timeline within the 104-week wage continuation period.
The timeline generally looks as follows:
- Around week 6: the occupational health physician establishes the employee’s functional capabilities.
- Around week 42: the employer reports the employee’s illness to the UWV.
- Around weeks 46 to 52 (first-year evaluation): the employer and employee evaluate the reintegration process and assess whether the second track should be initiated.
- Second track begins: as soon as it is clear that the first track is no longer sufficient — even if that is before week 52.
The second track continues in principle for as long as the employment relationship exists and reintegration efforts are required within the 104-week period. It is not a consequence of contract termination, but an obligation during wage continuation in the event of illness.
What are the employer’s obligations under a zero-hours contract?
Under a zero-hours contract, the same reintegration obligations apply as with other contract types, as long as the employment agreement has not been terminated. The employer is required to continue paying wages during illness and must actively cooperate with reintegration, including initiating the second track if necessary.
A common misconception is that a zero-hours contract relieves the employer of these obligations because there are no fixed hours. This is incorrect. As long as the on-call worker is ill and the contract remains in effect, the wage continuation obligation persists. The employer cannot simply terminate the contract to circumvent this obligation: dismissal during illness is not permitted in most cases.
What happens to second-track reintegration when a temporary contract expires during illness?
When a temporary contract expires while the employee is ill, the employer’s wage continuation obligation ends. The employee can then apply for a Sickness Benefit (Ziektewet) from the UWV, which in that case takes over responsibility for reintegration. The ongoing second-track process generally ends at the point of contract expiry.
This means that the timing of second-track reintegration for temporary contracts deserves extra attention. If the contract is due to expire in the near future, it is advisable to initiate the second track as early as possible. This gives the employee maximum benefit from the support while the employment relationship is still active and the employer retains oversight. After the contract ends, the UWV takes over support through the Sickness Benefit scheme — but that process looks quite different from an employer-funded second-track program.
How does a second-track reintegration process for an on-call worker differ from that for a permanent employee?
The legal basis for second-track reintegration is the same for on-call workers and permanent employees, but in practice there are meaningful differences. An on-call worker’s employment history within the organization is often shorter and less clearly defined, which shapes the career orientation and labor market outlook in different ways.
Specific differences include:
- Wage continuation: under a zero-hours contract, wages are calculated based on the average earnings over the twelve months prior to the sick report, which may be lower than under a permanent contract.
- Contract duration: for temporary contracts, the duration of the reintegration process is limited to the remaining contract period, unless the contract is extended.
- Labor market position: on-call workers have often accrued fewer employment rights, which can make the transition to a new employer sometimes easier but also more precarious.
- Tailored approach: precisely because the situation is more complex, a second-track process for temporary workers requires an approach that takes their specific labor market position into account.
What steps does a reintegration agency take in second-track reintegration for temporary workers?
A reintegration agency guiding temporary workers through the second track follows a number of standard steps, tailored to the employee’s specific situation. The approach is focused on maximizing the chances of finding new employment within the available time.
A well-structured second-track process for temporary workers typically looks like this:
- Intake and needs assessment: the coach maps out the employee’s situation, wishes, available capabilities, and labor market prospects.
- Development of a personal plan: based on the intake, a tailored program is developed in consultation with the employer and employee.
- Career orientation: the employee explores which roles and sectors align with their capabilities and ambitions.
- Active job market support: the coach assists with writing a resume, preparing for job interviews, and leveraging the employee’s network.
- Progress monitoring: the employer is kept regularly informed of progress, allowing for timely adjustments where needed.
In second-track reintegration, it is essential that support begins while the employment relationship is still active, so that the employee can make the most of the available time and assistance.
What are common mistakes in second-track reintegration for temporary employees?
When it comes to second-track reintegration for temporary and on-call workers, employers frequently make mistakes that result in a wage penalty from the UWV or an employee who remains unnecessarily sidelined. The most common errors can be avoided with a solid understanding of the rules.
- Starting too late: waiting until just before the contract expires, leaving insufficient time for a meaningful reintegration process.
- Assuming the contract eliminates the obligation: a temporary or zero-hours contract does not relieve the employer of reintegration obligations for as long as the employment relationship continues.
- Confusing the second track with dismissal: the second track begins during the employment relationship, not as a result of its termination.
- Failing to involve an occupational health physician: the employee’s functional capabilities must be assessed by an occupational health physician, not by the employer or employee themselves.
- Inadequate record-keeping: the UWV retrospectively assesses whether sufficient reintegration efforts were made when a WIA application is submitted. If documentation is lacking, the employer risks a wage penalty of up to 52 additional weeks of wage continuation.
How UFIND supports second-track reintegration for temporary and on-call workers
Second-track reintegration under a temporary or zero-hours contract demands speed, a tailored approach, and a coach who truly knows the labor market. That is exactly where our strength lies.
At UFIND, we offer:
- Tailored programs aligned with the employee’s unique situation, including the limited duration of the contract.
- A dedicated coach who guides the entire process, from intake to placement.
- Recruitment expertise that we apply directly to develop a realistic labor market strategy.
- Support in complex situations, even when the employee’s labor market position is challenging.
- Clear communication with the employer, ensuring the file remains in order and a wage penalty is avoided.
Want to find out what we can do for your employee? Get in touch and we will work together to find the best approach.