About this role
Mariël Ganzeboom The process follows fixed legal steps. The Gatekeeper Improvement Act determines what the employer and employee must do, within which timeframes and with which reporting. The occupational health physician plays a central role here, as they assess what is medically responsible. When return within the organization is permanently not possible, a second track process is often started. This always happens within the legal framework, with clear agreements and reporting to UWV. Reintegration is not a choice, but a mandatory process as long as there is illness and an ongoing employment contract. There is no role for the occupational health physician and no review by UWV. Agreements are recorded in, for example, a settlement agreement. The content of the process, its duration, and the financing are determined by mutual agreement. In some situations, outplacement is supported with additional guidance, such as career training or workshops focused on personal branding, orientation, or job application skills. These are provided to strengthen the process, not as an end in themselves. You can read more about this in our training and workshops . What is the difference in aim and approach? Although both processes focus on work, their starting points are clearly different. In practice, you see this difference: - Reintegration starts from medical capacity and recovery. - The pace is determined by what someone can handle. - There are fixed reporting requirements and review by the UWV. Opposed to this is outplacement, where: - Career and labor market position are the starting points. - The support is focused on opportunities and progression. - The pace is faster and less legally driven. You also notice this difference in the conversations. Reintegration is structured and legally framed, while outplacement allows more room for customization and personal direction. Who is involved in both processes? Reintegration involves mult...