What is a Second-Track Reintegration Program?

When it’s uncertain whether an employee can return to their previous role or tasks, it’s time to look ahead. A second-track reintegration program supports employees in finding suitable work outside their current organization. It’s not just a bureaucratic requirement — it’s a real opportunity to rediscover job satisfaction. At Capability, we help make that happen — with genuine attention and concrete action.

When Does the Second Track Come Into Play?

A second-track reintegration typically starts after the first year of sick leave, once it becomes clear that returning to the original role (the first track) is unlikely. If recovery isn’t expected in the short term, a labor expert is brought in to assess the situation. That expert determines whether a second-track program should be initiated. This moment must be carefully documented in the reintegration file — delays or administrative errors can lead to wage sanctions from the Dutch Social Security Agency (UWV). Unnecessary and unfortunate.

What’s the Goal of Second-Track Reintegration?

The goal? A fresh start — finding work that aligns with someone’s new reality and abilities. It’s about getting back to work that gives energy. Second-track reintegration is centered on opportunities: What can someone still do? Which talents are ready to be (re)discovered?

These programs offer space for career orientation, job application coaching, and mental resilience building. But more than anything, they help people regain control of their future. A good second-track program goes beyond résumés and job listings — it looks at people. At what drives them and what gives them energy. Because sustainable employability starts with perspective.

Clear Agreements, Strong Start

For employers, a second-track reintegration means acting in time and keeping detailed records. UWV expects that the program is initiated around week 52 if there’s no outlook for a return in the first track.

A complete reintegration file is essential. This includes meeting notes, progress updates, and concrete steps. It shows that, as an employer, you’re doing everything possible to help someone get back to work in a sustainable way.

For employees, it requires resilience. The idea of not returning to their old job can be tough. But in that vulnerability lies growth — it’s a chance to explore new directions. Naturally, employees are guided and coached throughout the process, with room to regain their strength.

What Works (and What Doesn’t) in a Second-Track Program?

A well-executed second-track reintegration can yield surprising results. People often find roles that truly make them happy — or discover hidden talents that previously had no space to flourish. But that only happens when the program is personal and thoughtful.

The biggest pitfall? Treating it like a checkbox exercise. A standard program with no real human connection doesn’t work. It leads to frustration, distance, and resistance — a lose-lose for both employer and employee.

Opportunities arise when people are genuinely heard. When there’s room for meaningful conversation and for exploring interests and possibilities. It’s also essential that both employer and employee take ownership of the process.

Moving Forward Together

At Capability, we believe reintegration only works when you do it together. We guide second-track programs from our core values: Attention & Action. We work closely with our sister company Amplooi’s mobility experts to support this process effectively. Read more about the way we work.

Our absence managers know what they’re doing when it comes to sick leave and reintegration. They guide employees step by step — with short lines of communication, clear language, and sensitivity to someone’s background and situation. We coordinate with the company doctor, mobility experts, labor experts, and reintegration coaches. Always with one goal: a new beginning that works.

And we make sure employers don’t get lost in rules and paperwork.

Focused on Results

Second-track reintegration isn’t always easy. But with the right support, it becomes an opportunity – a new perspective. Sometimes even a fresh start that no one dared to hope for.

At Capability, we stand by the employee — and the employer. We listen, act, and make a difference. Because for us, it’s simple: we believe in what’s still possible.