What if you disagree with the reintegration coach?
- 12/07/2026
- Posted by: Rosalie Derksen
- Category: Uncategorized
If you disagree with your reintegration coach, you have the right to raise your concerns, request a second opinion from the UWV, and in some cases switch to a different coach. You are not powerless. In this article, we answer the most frequently asked questions about what you can do when a reintegration process is not going the way you expected.
What are your rights if you disagree with your reintegration coach?
As an employee, you have the right to actively participate in shaping your own reintegration process. You may object to advice you consider unrealistic or unsuitable, request a second opinion from the UWV, and ask for adjustments to the action plan. You do not have the right to choose a specific coach, but you do have the right to a process that matches your capabilities.
Reintegration is a shared responsibility. Your employer is legally required to make reintegration efforts, but you as an employee are also obligated to cooperate with reasonable proposals. That does not mean you have to accept everything without question. If a proposal exceeds your capacity or does not align with what the occupational physician has determined, you are entitled to challenge it.
Important to know: in most cases, it is the employer — not the UWV — who selects the reintegration coach or agency. The UWV evaluates retrospectively, at the time of the WIA application after 104 weeks, whether sufficient reintegration efforts have been made. In the interim, the UWV does not impose active obligations on the employer regarding how the process is structured.
How do you raise your concerns with the reintegration coach?
The most effective way to address concerns is directly, concretely, and based on facts. Clearly state what you want to be done differently and why, and refer to what the occupational physician has established regarding your functional capacity. Keep the conversation professional and document what has been discussed and agreed upon.
A few practical steps that can help:
- Always ask for written confirmation of agreements and recommendations.
- Refer to the occupational physician’s assessment as the basis for what is and is not feasible.
- Communicate what you need in order to cooperate constructively, rather than simply stating what you do not want.
- Involve your employer if the coach does not respond to your concerns.
Avoiding conflict starts with open communication at an early stage. The longer you wait to raise your concerns, the greater the risk of a deadlock that becomes difficult to break.
When is a second opinion from the UWV useful?
A second opinion from the UWV is useful when you fundamentally disagree with the occupational physician’s assessment of your fitness for work or your functional capacity, and when that assessment forms the basis of your reintegration process. You can request an expert opinion from the UWV, in which an independent medical officer reviews your situation.
Please note: an expert opinion concerns the medical assessment made by the occupational physician, not the coach’s approach itself. If you disagree with the coach’s working method or the direction of the process, that cannot be resolved through the UWV. For that, you need to speak with your employer.
An expert opinion comes at a cost and is not without consequences. The UWV’s opinion is not a binding ruling, but it does provide an independent point of reference that you can use in discussions with your employer or in any potential legal proceedings.
What if the coach considers your reintegration unsuitable or progressing too quickly?
If the coach determines that the process is moving too fast or that the proposed activities do not match your functional capacity, that assessment must be incorporated into the action plan. The occupational physician establishes your functional capacity, and both the coach and the employer are required to stay within those boundaries.
Sometimes a difference of opinion arises between the coach and the occupational physician. In that case, the occupational physician’s assessment takes precedence. As an employee, you can actively request that both parties align their advice if you notice that their recommendations are inconsistent with each other.
Around weeks 46 to 52, the first-year evaluation takes place. At that point, an assessment is made as to whether track 1 — returning to your own or an adapted role with your current employer — is still feasible. If it is not, track 2 must be initiated in a timely manner. There is no statutory minimum percentage of work capacity required for track 2. What matters is the functional capacity established by the occupational physician.
Can you switch reintegration coaches?
As an employee, you do not have a statutory right to choose a different reintegration coach yourself. In most cases, the employer decides which agency or coach is engaged. You can, however, inform your employer that the collaboration is not working constructively and request a different supervisor.
If you can demonstrate that the current coach is hindering rather than supporting your reintegration, your employer has a vested interest in making a change. A failed process can result in a wage penalty imposed by the UWV if it later emerges that the reintegration efforts were insufficient. That penalty can extend the wage continuation obligation by up to 52 weeks.
How do you prevent conflicts during a reintegration process?
Conflicts during a reintegration process often arise from unclear expectations, poor communication, or the feeling that your situation is not being taken seriously. Early intervention and clear agreements are the best ways to prevent escalation.
These are the steps that make the most difference:
- Make sure the action plan is realistic. Check whether the goals align with what the occupational physician has established, and only sign if you agree with it.
- Keep your own records. Note dates, agreements, and outcomes of conversations. This is invaluable if a dispute arises later.
- Regularly request evaluation meetings. This keeps you actively involved in your own process and allows you to make adjustments before minor frustrations become major problems.
- Bring in a confidential advisor or employment lawyer in good time if you feel your rights are being violated.
- Be open about your limits. Speak up when something becomes too much, rather than waiting until you reach a breaking point.
A successful reintegration process requires collaboration and mutual trust. If that trust is lacking, it is better to address it early than to hope things will improve on their own.
How UFIND helps when a reintegration process has stalled
Sometimes a reintegration process stalls — not because the employee is unwilling, but because the support does not match the person or the situation. We believe that effective reintegration starts with an honest, personal conversation about what someone truly needs.
At UFIND, we work with tailored programs designed to fit the unique circumstances of each individual employee. What sets us apart:
- One dedicated coach throughout the entire process, so you never have to repeat your story from scratch.
- Guidance based on the ACT methodology, focused on turning limiting thoughts into concrete steps forward.
- Experience with complex situations, including cases where previous processes have stalled or where the job market presents particular challenges.
- Attention to both the individual and the job market, thanks to our background in reintegration and recruitment.
Are you looking for support that truly fits your situation? Read more about our approach to track 2 reintegration or contact us for a no-obligation conversation.