How to discuss track 2 reintegration with your general practitioner
- 20/05/2026
- Posted by: Rosalie Derksen
- Category: Geen onderdeel van een categorie
Navigating a track 2 reintegration conversation with your general practitioner can feel uncertain, especially when you are already managing the pressures of a long-term sick employee and the obligations that come with it. Yet this conversation is one of the most important steps in the reintegration process. When done well, it aligns medical and occupational perspectives, creates a shared direction, and helps protect both the employee and the employer from unnecessary delays or legal complications.
This guide walks you through exactly how to prepare for and conduct that conversation, so that the outcome is clear, documented, and actionable.
What to Prepare Before the Conversation
Before you or your employee steps into the GP’s consultation room, gather the documents and context that will make the conversation productive. The GP is not always familiar with the occupational side of reintegration, so arriving prepared helps bridge that gap.
Collect the following before the appointment:
- The most recent advice from the company doctor (bedrijfsarts), including any assessment of the employee’s functional capabilities
- A summary of the reintegration history so far, including what has been tried under track 1
- The current problem analysis and plan of action (if one exists)
- A note of the timeline, specifically how many weeks of sick leave have passed and whether the first-year evaluation (around week 46 to 52) is approaching
With these materials in hand, you enter the conversation with a clear picture rather than a vague concern. The GP can then respond to specifics rather than generalities, which makes the discussion far more useful for everyone involved.
Explain Why Track 1 Is No Longer Viable
Start the conversation by clearly explaining what has already been attempted within the employee’s own organisation. The GP needs to understand that track 1 reintegration, meaning a return to the original employer in an adapted or different role, has been genuinely explored and found to be insufficient.
Be concrete about the reasons. For example:
- Describe the specific adaptations that were offered and why they did not result in a sustainable return to work
- Reference the company doctor’s conclusion that suitable work within the organisation is no longer available or realistic
- Explain any organisational constraints, such as the absence of lighter roles or the structural nature of the employee’s limitations
A GP who understands that track 1 has been genuinely exhausted is far more likely to support a track 2 direction. Without this context, the GP may default to encouraging a return to the current employer, which can delay a realistic reintegration path.
Frame the Track 2 Request in Medical Terms
GPs think in terms of health, recovery, and functional capacity. To make your request land well, connect the track 2 reintegration plan to the employee’s medical situation rather than presenting it as a purely administrative or legal step.
Emphasise that the goal of second track reintegration is to support the employee’s recovery by finding meaningful work that fits their current and future capacity. Sustained inactivity or a forced return to an unsuitable role can worsen both physical and mental health outcomes. Framing track 2 as a health-supportive measure rather than a bureaucratic obligation tends to resonate more with a GP.
It is also worth clarifying that no minimum percentage of work capacity is required to begin track 2. The focus is on what the employee can do, based on the functional capabilities established by the company doctor, not on reaching a specific threshold.
Align on a Shared Reintegration Goal
Once the GP understands the situation, work toward a shared goal for the reintegration trajectory. This does not need to be a detailed plan, but it should reflect agreement on the direction.
A useful shared goal might include the type of work environment that would suit the employee’s limitations, a realistic timeline for exploring new employment options, and any medical conditions or boundaries that should shape the job search. When the GP and the reintegration process are pointing in the same direction, the employee receives consistent support rather than conflicting messages from different professionals.
Ask the GP directly whether they have any medical concerns about the proposed track 2 approach. Inviting their input rather than simply informing them builds a collaborative relationship that benefits the employee throughout the process.
Document the Outcome and Next Steps
Before leaving the appointment, confirm what was agreed and make sure it is written down. A verbal conversation without documentation offers little protection if questions arise later, particularly during a WIA assessment by the UWV.
At minimum, document:
- The GP’s position on the employee’s current functional capacity
- Any medical considerations that should be factored into the job search
- The agreed next step, whether that is a referral, a follow-up appointment, or a formal statement to support the reintegration plan
Keep this documentation in the reintegration file alongside the company doctor’s advice and the plan of action. The UWV evaluates reintegration efforts retrospectively when a WIA application is submitted after 104 weeks. A well-documented process demonstrates that all parties acted responsibly and in good faith.
When to Involve a Reintegration Specialist
Some GP conversations go smoothly. Others reveal complexity that goes beyond what a general practitioner can address alone. If the employee’s situation involves significant psychological barriers, a difficult labour market position, or a history of conflicting medical opinions, it may be time to bring in external expertise.
A reintegration specialist can act as a bridge between the medical world and the labour market, translating functional limitations into realistic job possibilities and guiding the employee through a structured search for new work. This is especially valuable when the first-year evaluation is approaching and a clear track 2 plan needs to be in place. Reaching out early prevents delays that can be costly for both the employer and the employee.
How UFIND Supports Track 2 Reintegration
When a long-term sick employee cannot return to their current employer and the reintegration process needs structure, expertise, and genuine personal attention, that is exactly where we step in.
At UFIND, we develop tailored track 2 reintegration programmes that are built around the unique situation of each individual employee. We do not apply a standard template. Instead, we work in close consultation with the employer, the employee, and the relevant medical professionals to create a programme that maximises the employee’s chances of finding new, meaningful work.
What we offer in a track 2 trajectory:
- A dedicated coach who guides the employee through the entire process from start to finish
- ACT-based coaching to help the employee work through psychological barriers and build the confidence to move forward
- Active labour market guidance, drawing on our recruitment experience to identify realistic opportunities
- Clear documentation support to ensure the reintegration file meets UWV requirements
- Flexibility to adapt the programme as the employee’s situation evolves
We have more than 15 years of experience in complex reintegration situations, and we welcome the cases that others find difficult. If you are facing a track 2 situation and want to make sure it is handled with care and expertise, get in touch with us. We are happy to think along with you about the right approach for your employee.