Long-term absentees back to work through reintegration programme or return-to-work medicals?

Monitoring the progress of long-term absentees is key for a successful return to the work floor. Initially, this can be done by maintaining regular contact with the employee in question, particularly during the first six months of their absence from work.  

By regularly keeping in touch with employees on long-term sick leave, employers can gain insight in the progress of their recovery. When an employee lets you know that their condition is improving but that they are not 100% better yet, then you could look into the option of a progressive return to work.

Preliminary medical exam before returning to work

If your employee is open to the idea of a progressive return to work, then you, as the employer, can remind him to the right to undergo a preliminary medical exam in view of their return to work. The prevention advisor/occupational health physician (abbreviated PA-OHP) will then determine whether or not the employee in question is capable of resuming their work (possibly through restricted duties) on the planned date for their return to work. The good thing about undergoing this medical exam prior to returning to work is that the exam can be completed within the employee’s sick leave period. This allows the employer enough time to make any necessary changes to the workstation of the employee prior to their expected return. Recommendations issued during a pre-resumption review are not binding.

Return-to-work medical exam

If your employee is going back to work sooner than originally planned? Then this medical exam is mandatory for all employees who are subject to a medical monitoring programme and who have been absent from work for four or more weeks due to illness or an accident. It might also be applicable for absence under 4 weeks, but online if the PA-OHP decides it's needed. This is however not possible for employees who are not subject to a medical monitoring programme.

The advice offered by the PA-OHP—after looking at the various options for the employee who will be returning to work—is binding. The return-to-work medical must be completed within ten business days from the day of the employee’s return to work.  

For any decision of temporary or permanent incapacity, a reintegration plan (or a reasoned report) must be drawn up in accordance with the legislation on reintegration.

Start the reintegration programme

You also have the option to request that the employee completes the reintegration programme. Pursuant to the latest legislation, employers have the right to request from certain categories of employees on long-term sick leave that they complete a reintegration assessment with the PA-OHP.