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

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

On this page:

• What is a reintegration process?
• What are the advantages of a quick return to work?
• What does a reintegration process involve?
• How do you ensure a successful return to work?

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 essential for your mental wellbeing.
• sense of purpose and appreciation – When you are contributing to team goals and receiving positive feedback, this enhances your self 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.
   

What does a reintegration process involve?

A reintegration process may be informal or formal. In an informal process, you, as the employee, may request, prior to resumption of work, a visit to the occupational doctor at any time during the period of incapacity for work. The employer can also request this. You are not obliged to respond.

A formal reintegration process helps you, as an employee, return to work. It consists of five simple steps. 

Step 1: Requesting a reintegration process 

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

Your employer can also initiate the reintegration process:

• if you agree to this (in writing)
• or if it appears from the assessment of the labour potential that there is labour potential

In either case, IDEWE will invite you for a reintegration assessment, which is sent by registered post. What if you do not respond to two invitations? The consulting physician of your health insurance fund will then be informed. 
What if you do not respond to the third invitation either? the process will be closed. Your health insurance fund’s consulting physician and your employer will be informed accordingly.

Step 2: Reintegration assessment

Be sure to bring along any relevant medical documents, such as reports or study results, to the appointment with the occupational doctor. 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.

The occupational doctor may make one of the following decisions:

• Decision A: you may 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 possible. A new process may be requested at the earliest after at least three months, 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 assessment, in the course of which the occupational doctor has determined that you may temporarily (decision A) or permanently (decision B) perform adapted or other work, the  employer consults you and the prevention advisor – occupational health doctor on the next stage. 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. On the basis of the consultation, you, as the employer, draw up a reintegration plan with:
   • adjustments to the workplace
   • Adjustments to your tasks or workload, working hours or schedule, and possibly a phased return
   • any training or guidance on new tasks, if applicable
   • the validity period of the plan
2. Are the prevention advisor – occupational health doctor’s suggestions not achievable for your organisation? In a next step, the employer draws 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. What if you do not respond to your employer’s request for you to sign the plan? Then you will receive a second invitation. Still not responding? You will be assumed to have rejected the plan. 

Do you not 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,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.

What if you are permanently unfit for the agreed work and the process does not lead to an accepted plan based on the conditions and modalities determined by the prevention advisor – occupational health doctor? The latter will then arrange for a referral to the competent service or institution of the Regions and Communities for guidance in the context of your reintegration.

How do you ensure a successful return to work?

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

• Ask your employer in good time to explore the possibilities of adapted work. If you threaten to be absent for health reasons, you can ask your employer to check whether an adjustment to your workstation or adapted or other work is possible. Your employer may ask the prevention advisor – occupational health doctor or other prevention advisors for advice. The employer must inform you as soon as possible about the consequences that may be given to your request even if there are no options.
   
• Explore your options and demonstrate flexibility. 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. Also know that, since 2026, your employer is obliged to keep in touch with you - who does this and how often is included in a procedure in your company policy.
   
• Know that an occupational doctor is not a medical officer. The occupational doctor is there to support you, not to cast doubt on your illness. The occupational doctor is there, along with your attending physician and the other prevention advisors, to guide you through your recovery. With a special emphasis on a safe return to work.
   
• Initiate your own reintegration process. There is no need to wait for your employer to make the suggestion. You may also request a non-binding visit prior to resuming work with your occupational doctor.
  
  During this visit, you and the occupational doctor will explore possible adjustments to your workstation or working conditions upon your return. You may request this at any time during your absence, even if you are not exposed to any health risks. As an employer, you are required to inform your employees 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.