We know the FML, but what is an IZP?
Both the Functional Ability List (FML) and the Employability Profile (IZP) were developed to determine an employee's workload capacity. But what is the difference?
Functional Capabilities List (FML).
The FML was developed for the UWV and is intended for insurance doctors to determine the workload capacity of an employee. Based on the completed FML and the employee's knowledge and abilities, a Occupational Assessor from the UWV can assess whether an employee is entitled to disability benefits after two years of illness. The FML contains six sections:
- Personal functioning
- Social functioning
- Adaptation to physical environment requirements
- Dynamic operations
- Static postures
- Working Hours
Within these headings, there are multiple FML items that allow the insurance physician to represent the employee's workload capacity. Behind the FML items are strict definitions. An item in the FML may only be indicated as limited if it meets these strict definitions.
Employability profile (IZP).
The IZP was developed for (company) doctors to determine the workload capacity of an employee during the employer's two-year continued payment obligation. Like the FML, the IZP consists of six sections, but the (company) doctor is free to edit and fill in these sections. There is room for written explanation of the indicated limitations and for consultation. The limitations do not have to meet the strict definitions of the FML, which are necessary to assign appropriate functions in the CBBS. There is more room to address the limitations and abilities that are important for reintegration into suitable work.
The FML and the IZP and the (company) physician
The FML was thus developed for the UWV, the insurance physician and the claim assessment. The IZP was developed for the occupational health and safety service, the (company) physician and reintegration in the first two years of illness. Nevertheless, in practice both the FML and the IZP are used by (company) doctors to determine the workload capacity of the employee around one year of absence. The (company) doctor or the organization he works for makes a well-considered choice in this regard. Both the FML and the IZP are used by the (company) doctor to inform Occupational Assessor about the limitations and possibilities of the employee. On the basis of the FML or the IZP, the Occupational Assessor then carries out an Occupational health assessment search for suitable possibilities with the employee's own or another employer.
The Occupational Health and Safety Service
Within paraDIGMA groep and sister organization De Arbodienst, we have chosen to work with the FML. Our (company) doctors are aware of the different definitions they have to use when filling in the taxability of the employee in the FML. They are also regularly retrained.
The Occupational Assessor of Puls
The labor experts at Puls are accustomed to working with many different occupational health and safety services and (company) physicians and therefore also with both the FML and the IZP. Our labor experts are also regularly retrained regarding the FML and the definitions used. This enables our labor experts to read the FML properly and translate it into possibilities. When there are questions about the workload profile, both in the case of the FML and the IZP, we always seek consultation with the (company) doctor in order to be able to do our work carefully.
Learn more about the IZP
Would you like to learn more about the application of the IZP and how it may affect your employee's reintegration? Then contact the Occupational Assessor of Puls at ad@pulsinzetbaarheid.nl. You can also easily make an appointment via our website to conduct a Occupational health assessment.
