Assess work potential
On this page
- What is work potential?
- Why is an assessment of work potential important?
- Who requests the assessment of work potential, and when?
- How is the request made?
- How is the assessment carried out?
- What does a positive assessment of work potential mean?
- What happens if there is no work potential?
- What are the next steps?
What is work potential?
Work potential is the presumed ability of an unfit employee to perform adapted or other work.
The prevention advisor – occupational health doctor will assess the work potential based on information about the employee’s health and abilities. The aim is to determine whether the employer can initiate a reintegration process (RIT).
Would you like to learn more about the reintegration process? Our brochure explains everything you need to know step by step.
Download the brochure here
Why is an assessment of work potential important?
Research shows that the chances of a successful return to work fall the longer an employee is absent. That’s why the legislator wants to set out the options for returning to work in good time.
An assessment of work potential is an initial step that serves as guidance. It is not intended to assess the incapacity for work, but instead helps to determine whether a follow-up process towards a return to work may be worthwhile. This can be done through a visit prior to the return to work or a formal reintegration process, for example.
Who requests the estimate of work potential and when?
An employer must request an assessment of the work potential for each employee who is unfit for work for at least eight weeks. This obligation applies to all employers, regardless of the size of the organisation, including employers with fewer than 20 employees.
How is the request made?
IDEWE customers may submit a request for an assessment of work potential via ElectrA or Personnel management in your My IDEWE customer area.
In addition to the existing notification of inactivity, you can now find an option to request an assessment of work potential.
How is the assessment carried out?
The assessment is carried out in accordance with a standardised procedure drawn up by the professional associations of prevention advisors – occupational health doctors in consultation with the Federal Public Service Employment, Labour and Social Dialogue.
During the assessment, a prevention advisor – occupational health doctor uses the following elements:
- Medical and other available information
Available information about the employee’s health status, from:- the attending physician
- the consulting physician
- the employer
- the employee
In addition, the prevention advisor – occupational health doctor also uses other available data from the employee’s health file.
- Standardised Return to Work Self Efficacy Scale (RTW-SE) questionnaire
The Return to Work Self Efficacy Scale (RTW-SE) questionnaire helps to assess the work potential.
What does a positive assessment of work potential mean?
A positive assessment does not mean that the employee is fit for work or can return to work immediately.
It only suggests that there are sufficient indications to further investigate the options for returning to work. The following will be checked during a follow-up process:
- whether a return to work is possible;
- when a return to work is possible;
- under which conditions;
- whether adapted or other work is recommended; and
- whether any adjustments to the workstation or work organisation may be necessary.
Ascertaining the work potential is therefore not a final decision, but an initial step on a potential path towards returning to work.
What happens if there is no work potential?
If the prevention advisor – occupational health doctor concludes that there is no work potential, this does not mean that the employee is permanently unfit for work.
It only means that there are insufficient indications at the time for launching or investigating a process for returning to work. The situation can be reassessed if the employee’s health or abilities change at a later date.
What are the next steps?
- Notification
Both the employer and the employee receive the result of the estimate of the work potential. - What if there is work potential?
- The employer may request a visit prior to the resumption of work or request the initiation of a formal reintegration process.
- The employer must request the initiation of a formal reintegration process no later than six months after the onset of incapacity for work. The latter obligation applies to only employers with 20 or more employees.
