Confidently returning to work after illness? A reintegration process can help get you there

Being back at work again after a long period of illness is a big step. Fortunately, you can rely on receiving personal support during your return. We call this reintegration. A proper reintegration process supports you in going back to work, and we can guide you throughout. Work promotes recovery, after all.

Go to: What does a reintegration process involve? – How do I set up an appointment?
Are you an employer? Read more about a reintegration policy.

On this page:

What is a reintegration process?

Your employer uses the reintegration process to support you in going back to work after a period of incapacity. A reintegration process involves multiple parties: you as the employee, your employer, your occupational doctor, and possibly the health insurance fund’s consulting physician. 

The process is embedded in a reintegration policy, which is ideally part of a broader attendance policy. This policy clearly describes how your employer will deal with a return to work after illness. 

The aim is for this return to work to be safe, gradual and achievable, with a clear roadmap employees can rely on. 

What are the advantages of a quick return to work?

Returning to work, even in an adapted form, can be a valuable way to facilitate recovery, both mentally and physically. 

Being back at work after a period of illness promotes recovery in several ways:

  • Sense of belonging and social contact – When you are working, you are part of the group again, which is huge for your mental wellbeing.
  • Sense of purpose and appreciation – When you are contributing to team goals and receiving positive feedback, this enhances your confidence. Are you struggling with feelings of shame or guilt? These will diminish once you are back at work.
  • Challenge and focus – Even just a few hours of work a week help provide a sense of purpose and mental stimulation. You will be less likely to dwell on your symptoms.
  • Distraction – The daily routine of work acts as a distraction. You are less focused on your health problems.
  • More exercise – Being back at work often means you are moving around more, even as an office worker.
  • Financial ease – Your normal salary is higher than your sickness benefit, offering greater security. This reduces stress and promotes your recovery.
     

Getting started with your reintegration

Questions about reintegration or want to make an appointment?

Contact your occupational doctor. Use SEED-connect to find the doctor assigned to your company.

Is your employer affiliated with IDEWE?
Use My IDEWE Personal. Here, you can ask your questions, schedule an appointment or seek advice about your health and working conditions.
No access to My IDEWE Personal? You can contact your regional IDEWE office by phone or email. 

How do you initiate a reintegration process as an employee?

You can submit a request for a reintegration process on your own or together with your attending physician. Complete the ‘Reintegration Process Request – Employee’ form and send it to IDEWE by post. 

What does a reintegration process involve?

The reintegration process helps you get back to work again as an employee. It consists of five simple steps. 

Step 1: Requesting a reintegration process 

ou can submit a request for a reintegration process on your own or together with your attending physician. To do this, you complete the ‘Reintegration Process Request – Employee’ form and send it to us by post.

Your employer can also initiate the reintegration process:

  • If you have been unable to work for more than three months, or
  • If you have a medical certificate of permanent incapacity for work

In either case, IDEWE will invite you for a reintegration assessment. If you do not respond to three invitations, the process will be stopped. Your health insurance fund’s consulting physician and your employer will be informed accordingly.

Step 2: Reintegration assessment

You visit your prevention advisor – occupational health doctor for a reintegration assessment. Be sure to bring along any relevant medical documents such as reports or study results. Within 49 calendar days of receiving the request, the occupational doctor issues an opinion on your ability to resume your original work, or whether you should be doing other or adapted work.

There are several decisions the occupational doctor can make:

  • Decision A: You should be fit to resume your work eventually, possibly after a period of adapted or other work.
  • Decision B: You are permanently unfit for your original work, but may do other or adapted work instead.
  • Decision C: A reintegration process is not yet feasible. You or your employer will need to wait at least three months to initiate a new process, unless the occupational doctor believes there is good reason to deviate from this timeframe.

Please note that you have a right to accompaniment by an employee representative from your Committee for Prevention and Protection at Work. If your company does not have such a committee, a trade union representative may take on this role.

Do you disagree with the decision? If you are deemed permanently unfit to resume your work (decision B), you have the right to appeal. See the back of your reintegration assessment form for more information. You must appeal within 21 days of receiving the decision. You will receive a ruling within 42 days of your appeal being received.

Step 3: Consultation

After the occupational doctor has assessed your fitness to do other or adapted work temporarily (decision A) or permanently (decision B), a consultation follows between you, your employer and the prevention advisor – occupational health doctor. During this consultation, you discuss the options for your return and lay out any specific adjustments or conditions. 

Step 4: Drawing up a reintegration plan or report 

  1. 1. Your employer draws up a reintegration plan based on the consultation. This plan must include:
    1. Adjustments to the workplace
    2. Adjustments to your tasks or workload, working hours or schedule, and possibly a phased return
    3. Training or guidance on new tasks, if applicable
    4. The validity period of the plan
  2. Are the prevention advisor – occupational health doctor’s suggestions not achievable for your organisation? In that case, your employer will draw up a report. 

When?

  • For decision A (see Step 2), within 63 calendar days of the reintegration assessment
  • For decision B (see Step 2), within six months of the reintegration assessment

You have 14 calendar days to accept or reject the plan. If you do don’t respond to your employer’s request for you to sign the plan, you will receive a second request. Still not responding? You will be assumed to have rejected the plan. 

Don’t agree with the plan? Indicate the reasons for your refusal at the bottom of the plan. As the employee, there’s no need for you to sign the report. You will receive the report or signed plan from your employer, who will also pass it on to the prevention advisor – occupational health doctor.

Step 5: Implementation and monitoring of the reintegration process

Has the reintegration plan been approved? Then we’ll get started on it together. The prevention advisor – occupational health doctor will continue to monitor your condition and provide support throughout the process. You can always request a consultation with the occupational doctor if you find you need adjustments during the implementation.

Want to request a reintegration process?

How do you ensure a successful return to work?

For a successful return to work, you need flexibility, good communication and support. Some tips:

  • Explore your options and be flexible. You can go back to work in different ways. Discuss the best fit for your situation with your occupational doctor or employer, such as full-time or part-time work, working from home or a hybrid arrangement.
     
  • Stay in touch with your employer. Avoid disappearing completely during your absence. Regular contact with your employer can help keep you closer to your work and remove possible barriers. Go ahead and reach out yourself if you don’t hear anything.
     
  • Know that an occupational doctor is not a watchdog. The occupational doctor is there to support you, not to cast doubt on your illness. Along with your attending physician and the other prevention advisors guiding you through your recovery. With a special emphasis on a safe return to work.
     
  • Initiate your own reintegration process. There’s no need to wait for your employer to make the suggestion. You can also request a non-binding visit prior to resuming work with your occupational doctor.

    During this visit, you and the doctor will explore possible adjustments to your workstation or working conditions upon your return. You may request such a visit at any time during your absence, even if you are not being exposed to health risks. Your employer is required to inform you of this procedure. You can contact the occupational doctor yourself or ask your employer to do so for you.

    Note: The occupational doctor will not assess your capacity for work during this consultation. All they will do is suggest ways to make your workplace more suited to your condition.

What tools are there to support your reintegration?

  • 'Back to work’ pocket guide: A handy booklet you can use to record everything relating to your return to work, such as appointments, contact details, etc.
  • ‘Making a good return to work after an absence’ brochure for employees: Material to support a smooth return to work
  • ‘How a reintegration process works’ chart: Overview of the five steps of a reintegration process

More questions about your reintegration process? Have your occupational doctor guide you through the procedure.
You can also turn to your regional IDEWE office