What is the RIV assessment and how does it relate to Track 2?

RIV stands for return-to-work report (re-integratieverslag). The RIV assessment is a crucial evaluation carried out by the UWV as part of the WIA application process. It determines whether both the employer and employee have made sufficient efforts to support reintegration after a prolonged period of illness.

Rather than deciding whether an employee should return to their current employer or move to track 2, the RIV assessment evaluates the quality and completeness of the reintegration process. If reintegration efforts are deemed insufficient, the UWV may impose a wage sanction, requiring the employer to continue paying wages for a longer period.

What exactly is the RIV assessment and when is it applied?

The RIV assessment (return-to-work report) is a structured evaluation conducted by the UWV after an employee applies for WIA benefits. This usually happens around week 93 of sick leave, following nearly two years of absence.

The employer and employee are required to submit a complete return-to-work report, documenting all reintegration efforts made during the first 104 weeks of illness. The UWV then assesses whether these efforts were sufficient and appropriate given the employee’s situation.

The assessment focuses on several key factors:

• The employee’s current work capacity
• The steps taken to return to work within the organization (track 1)
• Whether opportunities outside the organization (track 2) were explored in time
• The employer’s efforts to facilitate suitable work
• The medical situation and prognosis

The outcome is highly significant. If the UWV concludes that insufficient efforts were made, it can impose a wage sanction (loonsanctie), delaying access to WIA benefits and extending the employer’s financial obligations.

What does track 2 reintegration involve and who is it for?

Track 2 reintegration focuses on finding suitable employment with a different employer when returning to the current organization is not possible. It is intended for employees who still have work capacity but cannot be reintegrated within their own company.

Dutch legislation requires that reintegration always starts with track 1: returning to the original role or another suitable position within the organization. If it becomes clear that no sustainable internal solution exists, track 2 must be initiated alongside or after track 1.

The key difference between the two tracks lies in their focus:

• Track 1: Reintegration within the current employer
• Track 2: Reintegration with a new employer

Track 2 is typically started when:

• No suitable internal positions are available
• Workplace adjustments are insufficient to enable return
• The employee’s limitations do not match available roles
• Long-term return to the organization is not realistic

It is important to note that track 2 is not optional in these situations. Both employer and employee are legally required to actively pursue external opportunities when internal reintegration is no longer feasible.

What does the return-to-work report (RIV) contain?

The return-to-work report is a complete record of the reintegration process. It includes documentation from multiple stakeholders and provides insight into the decisions and actions taken throughout the sick leave period.

Key components typically include:

• The problem analysis by the company doctor
• The action plan and any adjustments made over time
• Progress reports and evaluations
• Records of interventions, such as workplace adjustments or training
• Reports from labor experts
• Documentation of track 1 and, if applicable, track 2 activities

This documentation must demonstrate that both employer and employee actively worked toward reintegration and adapted their approach when necessary.

How does the UWV assess the RIV?

The UWV evaluates the RIV based on the principle of “sufficient effort.” This means they assess whether the actions taken were reasonable and appropriate given the employee’s situation.

The assessment focuses on questions such as:

• Were timely and adequate steps taken to support return to work?
• Were opportunities within the organization (track 1) fully explored?
• Was track 2 initiated in time if internal reintegration was not feasible?
• Did both employer and employee fulfill their responsibilities?
• Were professional recommendations (e.g., from the company doctor) followed?

The UWV does not expect a successful reintegration outcome in every case, but it does expect a well-documented and proactive process.

What happens if the RIV is insufficient?

If the UWV concludes that reintegration efforts were insufficient, it may impose a wage sanction (loonsanctie) on the employer. This means:

• The employer must continue paying the employee’s wages for up to an additional year
• The WIA assessment is postponed
• Additional reintegration efforts must be carried out

This makes the RIV assessment a critical checkpoint. Proper documentation and timely action throughout the process are essential to avoid sanctions.

How long does the RIV assessment take and what should you expect?

So in conclusion, the RIV assessment itself is relatively short, but it takes place within a much longer process. The return-to-work report is built over the entire period of sick leave, which can last up to 104 weeks. Around week 93, when the employee applies for WIA benefits, the RIV must be submitted to the UWV. From that point, the UWV typically takes up to eight weeks to assess the report as part of the WIA decision process. The exact duration can vary depending on how complete and clear the documentation is, and whether additional information is required. If the UWV finds that the reintegration efforts were insufficient, it may impose a wage sanction, which can extend the process by up to an additional year

How UFIND helps with RIV assessment and Track 2 reintegration

UFIND provides comprehensive support throughout the RIV assessment and Track 2 reintegration process, combining our specialised knowledge of assessment procedures with proven external placement strategies. Our approach addresses both the technical requirements and human elements that determine successful outcomes.

Our specialised support includes:

• Pre-assessment preparation – Guidance on documentation and setting expectations
• Assessment interpretation – Clear explanation of results and implications
• Customised Track 2 programmes – Tailored external placement strategies based on RIV findings
• ACT methodology integration – Psychological flexibility training to enhance reintegration success
• Dedicated coaching – One coach throughout the entire process for continuity

Our team combines extensive experience in both reintegration and recruitment, enabling us to translate assessment results into realistic employment opportunities that match your capabilities and career aspirations.

Ready to navigate your Track 2 reintegration with expert support? Contact us today to discuss how our personalised approach can help you.

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