Should I resign myself during a Track 2 return-to-work process?
- 04/02/2026
- Posted by: Rosalie Derksen
- Category: Uncategorized
When you are involved in a Track 2 return-to-work process, it is common to question whether you should resign from your current employer. This uncertainty is understandable: you already know that returning to your original role is no longer possible and you are actively working towards employment outside the organisation. However, this is a complex decision. In practice, resigning voluntarily during Track 2 is usually not advisable and often works to the employee’s disadvantage.
In this blog, we explain how Track 2 is structured, what the consequences are of resigning during this process and which alternatives better align with Dutch return-to-work legislation.
What is Track 2 and what is its purpose?
Track 2 is part of the Dutch Gatekeeper Improvement Act (Wet verbetering poortwachter) and applies when it has been established that an employee, due to illness or functional limitations, cannot return to their original position and that re-employment within the current organisation (Track 1) is no longer feasible. In such cases, both employer and employee are legally obliged to seek suitable employment with another employer.
A key aspect of Track 2 is that it takes place while the employment contract remains in force. The employee formally stays employed, continues to receive salary (as far as legally required during sickness), and receives professional support in finding suitable work elsewhere. Track 2 is therefore not a dismissal process, but a legally regulated return-to-work trajectory aimed at sustainable re-employment.
Do you have to resign during Track 2?
The clear and short answer is: no, in almost all cases you should not.
Resigning voluntarily during a Track 2 return-to-work process can have serious legal and financial consequences. When the initiative to end the employment relationship comes from the employee, important statutory protections, specifically designed to safeguard employees during sickness and reintegration, generally cease to apply.
If you resign voluntarily:
- you will usually not be entitled to unemployment benefits (WW), as these are only available after involuntary dismissal;
- you will typically not be entitled to a transition payment;
- the employer’s obligation to continue salary payments ends;
- the formal Track 2 process, including professional guidance and reporting, also stops.
In addition, voluntary resignation may negatively affect a subsequent WIA assessment. The UWV evaluates whether both employer and employee have made sufficient return-to-work efforts, and an early termination of employment can raise questions about compliance with these obligations.
Why do some employees still consider resigning?
In practice, employees sometimes consider resignation because they experience the process as burdensome, feel “stuck,” or believe that resigning will accelerate their job search. These feelings are understandable, however the risks can be significant.
Track 2 is specifically designed to allow employees to work towards new employment while retaining legal protections and income security. Resigning prematurely removes those safeguards at a time when the employee’s position is often already vulnerable.
What happens if Track 2 does not lead to employment?
If a Track 2 return-to-work process does not result in sustainable placement with another employer within the statutory period of up to 104 weeks of sickness, the employer may apply for dismissal on the grounds of long-term incapacity for work. This is only possible if the UWV determines that all return-to-work obligations have been fulfilled properly.
In such a scenario:
- the employment contract ends at the employer’s initiative;
- the employee is generally entitled to a transition payment;
- the employee can apply for WIA benefits.
This further illustrates why completing the Track 2 process properly is usually preferable to resigning voluntarily.
What should you do if you feel stuck during Track 2?
If you experience difficulties or uncertainty during the Track 2 process, it is important not to handle this alone. Discuss your concerns with your return-to-work consultant, occupational physician, and employer. Together, adjustments to the trajectory can often be made.
In some cases, secondment within Track 2 can be a suitable intermediate step. This allows the employee to gain work experience at another organisation while remaining formally employed by the original employer. The UWV explicitly recognises secondment as a valid return-to-work activity within Track 2.
Reorientation, retraining, or adjusting the job search strategy can also restore perspective and momentum, without compromising legal rights.
How UFIND helps with Track 2 reintegration
UFIND provides comprehensive Track 2 reintegration services that go beyond traditional placement approaches to achieve meaningful employment outcomes. Our personalised coaching methodology ensures that one dedicated coach guides you through the entire journey, maintaining continuity and building the trust essential for successful career transitions.
Our unique approach combines:
- ACT (Acceptance and Commitment Training) methodology to transform limiting thoughts into positive action
- Dual expertise in both reintegration and recruitment, providing insider knowledge of employer needs
- Compact, intensive programmes that maintain energy and momentum throughout the process
- Specialisation in complex cases that other services might consider challenging
- Complete trajectory management from initial assessment through to successful placement
We believe in the potential of every individual, regardless of how complex their situation might appear. Our team’s combined experience in reintegration and recruitment enables us to understand both sides of the employment equation, creating better outcomes for participants.
Rather than focusing solely on documentation for compliance purposes, we prioritise achieving genuine placement results that benefit both you and potential employers. Our Track 2 reintegration services are designed to maximise your chances of finding sustainable, fulfilling employment that accommodates your current circumstances while building towards future career growth.
Ready to explore how Track 2 reintegration can support your career transition? Contact us to discuss your specific situation and learn how our personalised approach can help you achieve successful external placement outcomes.