Reintegrating with two employers: whose responsibility is it?

It is increasingly common for an employee to have two or more employers. This allows the employee to work more hours in the week. Perhaps it is part of the industry where the employee works or it gives variety. Everything is going fine until the employee gets sick and eventually reintegrates. What about then?

Start route

The employee breaks down at both employers and sees two company doctors; two first-year evaluations follow, and then... Does this mean that two second-track programs have to be started for an employee? No, fortunately this is not necessary. The second track can be started at the earliest after the eighth week of reporting sick and at the latest in the ^52nd week of reporting sick. That is 6 weeks after the first-year evaluation. Naturally, both employers want such a track to be optimally supervised.

Who is responsible?

In principle, the employer with the largest number of contract hours is responsible for starting the second track. If it does not do so for certain reasons and the other employer does not want to run any risks, it can start the^second track itself. It is in the interest of the employee that the employers communicate with each other about the^second track program and its progress. After all, both remain responsible for applying the Wet verbetering Poortwachter and thus the reintegration. The employer who does not facilitate the second track would be wise to regularly monitor its progress with the candidate and record this in writing (or request reports).

Within the^2nd track process, the employee will search for a permanently suitable position based on interests and the occupational health advice or employability profile, and depending on the employee's own work at both employers and their fit. It may be the case that the employee finds a new employer for both contract hours. But it may also be the case that the employee finds a new employer for one of the two employers or that the work is appropriate at one employer and not at the other. In other words, the employee's workload may differ from one employer to another, which means that the employee may be able to report recovered with one employer and still reintegrate with the other.

Not restored at both employers

If the candidate is reported recovered, the reintegration obligation for the^2nd track with the employer where the employee has been reported recovered. If this obligation is still ongoing with the other employer, it is a good idea for the employer to complete the reintegration process. 2nd track to take over. As a result, the employee continues to work without delay for his reintegration within the second track and the employer does not run any risk in the event of an assessment by the UWV.

Most important in this is the communication between the employers and the employee. But also with the consultant who supervises the second track if something changes in the taxability or if peculiarities arise. This allows the consultant to better anticipate the situation.

2nd track route

Has it been found that the 2nd track trajectory is necessary for your employee? Please contactPuls. We will quickly get to work with your employee to see where possibilities, wishes and ambitions can be combined. For more information about the2nd trackGo to our website or easily request the service directly.