What is included in the trajectory plan in Track 2?
- 23/02/2026
- Posted by: Rosalie Derksen
- Category: Uncategorized
A Track 2 trajectory plan is a structured reintegration plan that is implemented when it becomes clear that, due to illness, an employee cannot sustainably return to their own position or to suitable work within the current organisation (Track 1). The trajectory forms part of the reintegration obligations under the Wet verbetering poortwachter and focuses on finding suitable employment with another employer.
Track 2 takes place while the employment contract is still in force and the employer remains legally obliged to continue paying wages during sickness (for a maximum of 104 weeks). The plan outlines the steps that will be taken to guide the employee toward sustainable, suitable work outside the organisation.
What exactly is included in a Track 2 trajectory plan?
A Track 2 trajectory plan is an individual reintegration plan drawn up for employees who, due to illness or incapacity for work, are unable to return to their original role with their current employer. The primary objective is to guide the individual toward new employment with another organisation.
The key difference compared to Track 1 lies in its objective. Whereas Track 1 focuses on returning to the employee’s own workplace, Track 2 is fully aimed at external employment. This may be necessary when:
- Adjustments to the current workplace are not possible;
- The medical limitations are incompatible with the role;
- No suitable alternative positions are available within the company.
The trajectory plan is always prepared collaboratively by the employee, employer, occupational health service, and return-to-work coach. It takes into account the specific limitations, skills, and capabilities of the individual concerned.
Who is entitled to a Track 2 trajectory plan?
There is no automatic right to Track 2 after a fixed period of sickness. Track 2 is initiated based on the reintegration assessment conducted during the first year of illness.
Around the first-year evaluation (approximately weeks 46–52), it is assessed whether Track 1 efforts offer sufficient prospects. If it becomes clear that internal reintegration is not feasible, the employer must initiate Track 2 in a timely manner.
For Track 2 to apply:
- There must be usable work capacity (as determined by the occupational physician);
- Internal redeployment must offer insufficient prospects;
- Both employer and employee must actively cooperate with the process.
The UWV only assesses, at the time of the WIA application (after 104 weeks of sickness), whether Track 2 was initiated in a timely and adequate manner. If this is not the case, UWV may impose a wage sanction on the employer.
How long does a Track 2 trajectory plan usually last?
The law does not prescribe a fixed duration for a Track 2 process. In practice, a trajectory often lasts several months and continues as long as reintegration efforts are required within the wage continuation period (a maximum of 104 weeks of sickness).
Track 2 must start in a timely manner once it becomes clear that Track 1 offers insufficient prospects, usually around or shortly after the first-year evaluation.
A trajectory generally consists of several phases, such as:
- Intake and assessment of capabilities;
- Drafting a job search profile;
- Labour market orientation;
- Active job application phase;
- Evaluation and adjustment.
The duration depends on factors such as work capacity, labour market position, and the availability of suitable work.
What are the main components of a trajectory plan?
A reintegration plan consists of several interrelated components that are systematically addressed. These elements are tailored to the individual situation and needs of the employee.
Core components typically include:
- Intake and introduction: in-depth discussions about the situation, wishes, and possibilities;
- Competency assessment: mapping skills, experience, and development areas;
- Labour market exploration: researching opportunities in relevant sectors;
- CV and LinkedIn optimisation: professionally presenting competencies;
- Application training: preparing for interviews and assessments;
- Networking activities: expanding the professional network;
- Active guidance: support during the job application process;
- Workplace adjustments: advice on any necessary facilities;
- Periodic evaluations and reporting.
The plan must be concrete, realistic, and verifiable. Documentation is essential, as UWV will assess during the WIA evaluation whether sufficient reintegration efforts have been made under the Wet werk en inkomen naar arbeidsvermogen.
What support do you receive during a Track 2 process?
During a Track 2 process, you receive intensive, personalised guidance from an experienced reintegration specialist who supports you throughout the entire trajectory. The guidance is aimed at maximising your opportunities in the labour market.
Support may include:
- Personal coaching: regular discussions about progress and challenges;
- Practical assistance: help with cover letters and interview preparation;
- Networking support: introductions to relevant contacts and employers;
- Motivation and mindset coaching: support in dealing with setbacks;
- Administrative assistance: help with UWV procedures and related matters.
The intensity of the support varies depending on the phase of the process and the employee’s work capacity. Both employer and employee remain jointly responsible for active participation in the trajectory.
What happens if the trajectory plan does not result in employment?
A Track 2 process does not always lead to placement with a new employer before the end of the 104-week sickness period. This does not automatically mean that the trajectory was insufficient.
At the time of the WIA application, UWV assesses whether the employer and employee have made sufficient reintegration efforts. If so, UWV proceeds to assess the degree of incapacity for work.
Possible outcomes include:
- Employment with another employer;
- Partial return to work;
- Granting of WIA benefits;
- In exceptional cases, extension of the wage continuation obligation due to insufficient efforts (wage sanction).
The key principle is that Track 2 is not an obligation to achieve a specific result, but an obligation to make demonstrable efforts: the employer and employee must be able to show that they have done everything that can reasonably be expected to realise suitable employment.
How UFIND helps with Track 2 trajectory planning
UFIND specialises in creating personalised Track 2 reintegration programmes that combine proven methodologies with innovative approaches to maximise success rates. Our team of experienced specialists brings together expertise in both reintegration and recruitment, providing comprehensive support throughout the entire process.
Our distinctive approach includes:
- ACT (Acceptance & Commitment Training) methodology for psychological flexibility
- Dedicated coaching with one specialist managing the complete journey
- Compact programme design that maintains energy and momentum
- Dual expertise in reintegration and recruitment for better market insight
- Specialisation in complex and challenging cases
We believe in the potential of every individual, even in difficult circumstances. Our approach focuses on creating genuine movement and positive action rather than simply following standard procedures. The combination of personal coaching, market knowledge, and proven methodologies ensures that each programme delivers concrete results.
Ready to explore how Track 2 reintegration can work for your situation? Contact our specialists to discuss your specific needs and discover how our personalised approach can help achieve successful career transition outcomes.