Is a reintegration process also possible for SMEs?
Has an employee been incapacitated for work for a long time? Then as an employer – even within a small business – you may initiate a reintegration process. The employer, employee and occupational doctor work together according to a fixed step-by-step plan and examine the possibilities for an adapted or different position.
On this page:
- What is the aim of a reintegration process?
- Who may start a reintegration process?
- What does a reintegration process involve?
- Why are reintegration processes important for SMEs?
- How do you keep in touch with sick employees?
- What is labour potential and why is it important?
- More support needed?
What is the aim of a reintegration process?
- To support employees in returning to work after (long-term) absence due to incapacity for work.
- To give employees the opportunity to resume work in their own position or an adapted position.
- To promote full and sustainable employment.
Who may start a reintegration process?
- Employees themselves or the attending physician.
They may start a reintegration process at any time during the period of incapacity for work. - The employer
This can initiate the process with the agreement of the employee or if it appears from the assessment of the labour potential that there is labour potential.
What does a reintegration process involve?
- Start
The employer or employee submits an application to the occupational doctor in order to start a reintegration process.
- Evaluation and assessment
The occupational doctor assesses the employee’s situation and the possibilities.
- Reintegration consultation
The employer consults with the employee and the occupational doctor on the details of the occupational doctor’s assessment.
- Reintegration plan
The employer draws up a concrete plan. Is a plan not feasible due to technical or practical obstacles? Then the employer justifies that in a reintegration report.
- Implementation
The reintegration plan is carried out and the employee resumes work (progressively or in an adapted position).
Read more about the different steps in the reintegration process here
Why are reintegration processes important for SMEs?
- Lower costs
Long-term absences entail high costs. Reintegration helps to mitigate this. - More productivity
A quick and well-thought through return to work increases productivity. - Positive impact on employees
A reintegration plan gives employees the prospect of a meaningful return and increases wellbeing. - Legal obligation
Employers are obliged to look at how they can support employees who are following a reintegration process when they return to work.
How do you keep in touch with sick employees?
Since the beginning of 2026, you are legally obliged to keep in touch with employees on long-term sick leave. Clearly define how you will handle this. Who will get in touch? How often will you do so? Record these arrangements in your company policy.
That way, everyone involved will be clear on what is expected of them. Besides, you are also creating an engaged and supportive atmosphere so employees feel supported during their absence.
What is labour potential and why is it important?
Labour potential looks at what an employee is still capable of. It focuses on possibilities rather than limitations. We also look at how adapted work could help. Examples include an adapted schedule, alternative tasks or a different work organisation.
Since 1 January 2026, employers are required to request an assessment of the labour potential by their external prevention service for every employee who has been unfit for work for eight weeks or more. This obligation applies to all employers, regardless of the size of your organisation. Even employers with fewer than 20 employees must submit these requests. That includes your SME.
Learn more about labour potential
More support needed?
IDEWE can help you develop a reintegration process tailored to your organisation.
Contact your regional IDEWE office for more information
