Returning to work after illness
Reintegration: returning to work with confidence
Making a comeback after a long absence is not an easy challenge. Our reintegration program guides you through the path to work, both with your familiar employer and possibly with a new employer. This can be done gradually through progressive work resumption. Together, we ensure that you return to work in top form.
How does a reintegration process work?
During the reintegration process, we support you with the many questions that may arise after an extended absence. Every situation is unique. Share your story with us, and if necessary we will enter into dialogue with relevant parties such as your employer, health insurance fund, RIZIV, or family doctor.
A reintegration process goes through five steps:
- Inventory: We listen to your story and engage with involved parties to clarify the situation.
- Analysis: Based on information obtained, we analyze the possibilities and determine the best approach for your reintegration.
- Action Plan: We create a concrete plan that fits your specific situation and needs.
- Implementation: We guide you step by step in implementing the plan, evaluating and adjusting regularly.
- Aftercare: Even after successful reintegration, we remain available for aftercare and support as needed.
After listening to your story and having conversations with relevant parties, we aim for clarity so you can resume your path to work without worry.
Some questions we can answer for you:
- Am I required to follow a reintegration program?
- Can my employer fire me during long-term illness?
- What happens if my reintegration program is not successful?
- Is it financially beneficial for me to go back to work?
- I was laid off due to medical force majeure, is that allowed?
- Am I entitled to outplacement or severance pay?
- What are my options if I don't want to return to my current employer?
With our reintegration program, we help you on your way to a successful return to work, taking into account your unique situation and needs.
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