What is track 2 reintegration and who does it apply to?
- 14/06/2026
- Posted by: Rosalie Derksen
- Category: Geen onderdeel van een categorie
Track 2 reintegration (spoor 2 re-integratie) is the process by which a Dutch employer actively helps a long-term sick employee find suitable work outside the current organisation when returning to their own role is no longer realistic. It applies when the employee’s own position or a suitable alternative within the company is unavailable, and the employer’s obligation to continue paying wages during illness still applies. The sections below answer the most common questions employers have about this process.
Who qualifies for track 2 reintegration?
An employee qualifies for track 2 reintegration when they have been on long-term sick leave and the company’s occupational health physician (bedrijfsarts) has established that there are still usable work capacities, but no suitable position exists within the current organisation. There is no minimum percentage of work capacity required to start track 2. What matters is whether the employee has any benutbare mogelijkheden at all.
It is important to understand that the employer, not the UWV, decides when track 2 is appropriate. The UWV only evaluates retrospectively, at the WIA assessment after 104 weeks of illness, whether sufficient reintegration efforts were made. If the UWV concludes the employer fell short, it can impose a wage sanction, extending the obligation to continue paying wages by up to 52 additional weeks.
Track 2 begins while the employment contract is still active. It is not triggered by dismissal. It is a reintegration obligation that runs alongside continued wage payment during illness, and it can be initiated from roughly week 46 to 52 onward, following the first-year evaluation.
What is the difference between track 1 and track 2 reintegration?
Track 1 focuses on returning the employee to their own employer, either in their original role or a suitable alternative position within the same organisation. Track 2 focuses on finding new employment outside the current organisation when track 1 is no longer feasible or sufficient.
Both tracks can run simultaneously. In practice, track 2 is typically initiated around the first-year evaluation (week 46 to 52) when it becomes clear that internal reintegration will not succeed within the remaining illness period. The two tracks are not mutually exclusive, and running them in parallel is sometimes the most responsible approach for the employee’s future.
What does a track 2 reintegration process look like?
A track 2 reintegration process is a structured, personalised programme designed to guide the employee toward new employment outside the current organisation. Because every person’s situation is different, the programme is always tailored to the individual’s capacities, background, and the current labour market.
A typical track 2 process includes the following steps:
- Assessment and intake: The employee’s work capacities, ambitions, and limitations are mapped, based on the bedrijfsarts’s findings.
- Programme design: A personalised plan is developed in consultation with both the employer and the employee.
- Active job search support: This includes CV development, interview preparation, labour market orientation, and direct outreach to potential employers.
- Coaching and guidance: A dedicated coach supports the employee throughout the entire trajectory, maintaining momentum and addressing setbacks.
- Placement and follow-up: Once new work is found, the process is formally concluded and documented for the employer’s reintegration file.
Good documentation throughout this process is essential. The employer must be able to demonstrate to the UWV that genuine and timely efforts were made.
What are the employer’s obligations during track 2?
During track 2 reintegration, the employer is legally required to make genuine and documented efforts to help the employee find suitable work outside the organisation. This obligation exists within the broader duty to continue paying wages during the first 104 weeks of illness.
- Report the employee’s illness to the UWV around week 42
- Conduct a first-year evaluation around week 46 to 52 and assess whether track 2 must be initiated
- Engage a reintegration company or specialist if internal capacity is insufficient
- Maintain an up-to-date reintegration file (re-integratieverslag) throughout the process
- Continue wage payment obligations while the employee participates in track 2
Failing to meet these obligations can result in the UWV imposing a loonsanctie, which extends the wage payment period by up to 52 weeks. This is one of the most significant financial risks employers face when managing long-term sick leave.
When should an employer bring in a reintegration specialist?
An employer should bring in a reintegration specialist as soon as it becomes clear that internal reintegration is unlikely to succeed, and no later than the first-year evaluation around week 46 to 52. Waiting too long is one of the most common and costly mistakes employers make in the reintegration process.
In practice, it makes sense to involve a specialist earlier if the illness is complex, if the employee’s role cannot be adapted, or if the organisation lacks the internal HR expertise to manage the process correctly. Specialist support is particularly valuable in smaller organisations where dedicated HR capacity is limited.
A specialist brings both process knowledge and labour market expertise, which directly improves the employee’s chances of finding new work. You can reach out to discuss your specific situation before committing to a full programme.
How long does track 2 reintegration take?
Track 2 reintegration runs for as long as the employment contract exists and reintegration efforts are still required within the 104-week illness period. In practical terms, most track 2 trajectories last between six and twelve months, depending on the employee’s situation, the labour market, and how quickly suitable work is found.
There is no fixed statutory duration for track 2. The process should be proportionate and active throughout. A programme that is started late or runs without real momentum will not satisfy the UWV’s retrospective assessment of whether sufficient effort was made.
Consistency and momentum matter. A well-structured programme maintains the employee’s energy and focus, which directly affects the speed and quality of the outcome.
How UFIND Supports Employers and Employees Through Track 2 Reintegration
We specialise in track 2 reintegration for employees in complex and challenging situations. Our approach is personal, practical, and built around the individual, not a standard template.
When you work with us on a track 2 reintegration trajectory, here is what we bring to the process:
- Tailored programmes: Every trajectory is developed in consultation with you and your employee, based on their unique capacities and the current labour market.
- One dedicated coach: The same specialist guides the employee from intake to placement, maintaining continuity and trust throughout.
- Recruitment expertise: Our team has direct experience in recruitment, which means we do more than coach. We actively support the job search with real labour market knowledge.
- ACT methodology: Where needed, we use Acceptance and Commitment Training to help employees convert limiting thoughts into forward-focused action.
- Experience with complexity: We welcome difficult cases, employees who have been out for a long time, or those in challenging economic sectors. That is where we do our best work.
If you are approaching the first-year evaluation and are unsure whether your current reintegration approach is sufficient, now is the right time to act. Get in touch with us to discuss your situation and find out how we can help your employee move forward.