Can you choose your own reintegration company in track 2?

In track 2 reintegration, the employer chooses the reintegration company, not the employee and not the UWV. This applies in the vast majority of cases, though employees can and should express a preference. Understanding how this decision-making process works helps both employees and employers navigate track 2 more effectively.

Below, we answer the most common questions people have about choosing a reintegration company in track 2, from who holds the legal authority to what actually determines a successful outcome.

Who actually decides which reintegration company is used in track 2?

The employer decides which reintegration company is engaged in track 2. This is the default legal position in the Netherlands. The employer carries the obligation to facilitate reintegration during the continued wage payment period of up to 104 weeks, and that obligation includes selecting and financing the reintegration provider.

A common misconception is that the UWV appoints or directs the choice of provider during the reintegration process. This is not the case. The UWV’s role is to assess, after the fact, whether the employer made sufficient reintegration efforts when the employee applies for a WIA benefit after 104 weeks of illness. If those efforts are judged insufficient, the UWV can impose a wage sanction, extending the employer’s payment obligation by up to 52 weeks. But the UWV does not actively intervene in provider selection during the process itself.

Track 2 reintegration begins while the employment contract is still active. It is not a consequence of dismissal. It is a reintegration obligation that arises during sick leave, typically assessed around weeks 46 to 52 during the first-year evaluation, once it becomes clear that track 1 (return to the original employer) is no longer a realistic option.

What rights does an employee have when choosing a reintegration provider?

Employees in track 2 do not have a statutory right to choose their own reintegration company. There is no legal provision in the Netherlands that grants employees the right to select or veto a provider. However, employees do have the right to be involved in the process and to express a preference, which a reasonable employer should take seriously.

What employees are entitled to includes:

• Being informed about the reintegration plan and the chosen provider
• Participating in discussions about the approach and goals of the trajectory
• Raising objections if they have well-founded concerns about a provider’s suitability
• Requesting a second opinion from a different occupational health professional if they disagree with the occupational physician’s assessment of their employable capabilities

In practice, many employers are open to employee input when selecting a provider, especially in smaller organisations where the relationship between employer and employee is more direct. A motivated employee who engages positively with a provider they trust is more likely to achieve results, and most employers recognise this.

Can an employer refuse an employee’s preferred reintegration company?

Yes, an employer can refuse an employee’s preferred reintegration company. Because the employer bears the legal and financial responsibility for the reintegration obligation, they retain the authority to make the final decision about which provider to engage.

That said, a refusal should not be arbitrary. If an employee puts forward a well-reasoned preference for a specific provider, and the employer dismisses it without consideration, this could create unnecessary friction and potentially affect the quality of the reintegration trajectory. Courts and the UWV look at whether both parties acted in good faith throughout the process.

Employers are most likely to accept an employee’s preferred provider when the provider is credible, has relevant experience, and the cost is comparable to other options. Employees are most likely to face a refusal when their preferred provider is significantly more expensive, lacks demonstrable results, or when the employer already has an established relationship with another party.

What should an employee look for in a track 2 reintegration company?

Even if the employer makes the final call, employees benefit from knowing what distinguishes a strong track 2 reintegration provider from a generic one. The quality of the provider has a direct impact on the outcome of the trajectory.

Key factors to consider include:

• Personalised approach: Every reintegration situation is different. A provider that offers tailored programmes rather than a one-size-fits-all process is better equipped to handle complex cases.
• Recruitment knowledge: Track 2 is about finding new employment outside the current organisation. A provider with active knowledge of the labour market and recruitment experience has a practical advantage over one focused purely on coaching.
• Dedicated guidance: Having one consistent coach throughout the entire trajectory reduces friction and builds trust, which matters enormously when someone is navigating illness and job transition simultaneously.
• Experience with challenging cases: Not every candidate looks straightforward on paper. A provider willing to engage with complexity, difficult labour markets, or unconventional profiles tends to deliver better results where it counts most.
• Methodology: Evidence-based approaches, such as those grounded in psychological flexibility and practical action, tend to produce more durable outcomes than motivational coaching alone.

For more on what a well-structured track 2 trajectory looks like, see our overview of second track reintegration services.

How does the reintegration company selection process actually work?

In practice, the selection of a track 2 reintegration company follows a fairly consistent pattern, though the timeline and formality vary by organisation size and existing HR infrastructure.

1. Week 42: The employer reports the sick employee to the UWV. This is a legal obligation.
2. Weeks 46 to 52: The first-year evaluation takes place. The occupational physician assesses the employee’s employable capabilities. If it is clear that returning to the current employer is not feasible, track 2 is formally initiated.
3. Provider selection: The employer identifies one or more reintegration companies, often based on existing contracts, recommendations, or a brief selection process. The employee may be consulted at this stage.
4. Programme agreement: A customised reintegration programme is developed in consultation with the employee, outlining goals, timeline, and approach.
5. Active trajectory: The reintegration company begins working with the employee. This continues as long as the employment contract exists and reintegration efforts are required, within the 104-week framework.

It is worth noting that there is no legal requirement to start track 2 at a specific week. The obligation is to start it in a timely manner once it becomes clear that track 1 is no longer sufficient. Waiting too long is one of the most common reasons employers face a wage sanction from the UWV.

Does the choice of reintegration company affect the outcome?

Yes, the choice of reintegration company has a meaningful impact on the outcome of a track 2 trajectory. The legal framework sets the structure, but the quality of guidance, the depth of labour market knowledge, and the fit between coach and candidate determine whether the process results in genuine new employment or simply fulfils a procedural obligation.

A provider that combines coaching expertise with real recruitment experience is better positioned to translate an employee’s capabilities into concrete job opportunities. This matters especially in a tight or specialist labour market, or when the employee’s profile does not fit neatly into a standard category.

The relationship between the employee and their coach also plays a significant role. Research in occupational health consistently points to the quality of the working alliance as a predictor of reintegration success. A provider that assigns one dedicated coach for the entire trajectory, rather than rotating contacts, tends to build the kind of trust that leads to better engagement and results.

How UFIND Supports Track 2 Reintegration

We work with employers and employees across the Netherlands to make track 2 reintegration genuinely effective, not just procedurally compliant. Our approach is built around the reality that every person’s situation is different, and that real results require more than a standard programme.

What we offer in track 2:

• Fully tailored programmes developed in consultation with both employer and employee, based on the individual’s unique situation and employable capabilities
• One dedicated coach throughout the entire trajectory, providing continuity and a genuine working relationship
• Active recruitment knowledge integrated into the coaching process, so candidates are supported not just in preparing for the job market but in navigating it
• Experience with complex cases, including candidates who face a difficult labour market or whose profile requires a more creative approach
• ACT-based methodology to help employees convert limiting thoughts into purposeful action, improving both resilience and practical outcomes

If you are an employer facing a track 2 situation and want to make sure the trajectory is handled with care and expertise, we are ready to help. Get in touch with us to discuss your situation and find out how we can support your employee towards new work.

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