Second track: what does this mean for you?

Have you been ill for a while and can't return to your old job? Then a second track can start. This helps you find other work with a different employer. But what exactly does it entail? And what are your rights and obligations? We'll explain.

What is a second track?

The second track is intended for employees who can no longer work for their current employer due to illness. The second track may be started alongside the first track if the chances of reintegration within the first track are slim or if the reintegration process would otherwise be delayed too much. You will then receive guidance in finding a job with another organization. This is part of the Gatekeeper Improvement Act. Together with your employer, a reintegration agency, and a company doctor, you will explore new options.

When does a second track start?

A second track usually begins as:

• Working for your own employer is no longer possible. Maybe your work is too heavy or there are no suitable features.
• The company doctor advises this. If the first track (reintegration within your own company) no longer offers any options, the second track is considered.

What are your rights and obligations?

With a second track, you have rights, but also obligations. Here's what you need to know:

• You have to cooperate. Active participation in the program is mandatory. This means you must apply and be available for interviews.
• Openness is important. Your employer and the reintegration supervisor need to know what you can do and what you are looking for.
• You can think about it yourself. If you have any ideas about suitable work, please let us know.

What to expect?

During the second track, you'll receive assistance in finding other work. Consider:

• Job application training. How do you write a good letter or make a resume?
• Accompaniment. A reintegration agency supports you in finding vacancies.
• Network conversations. You can meet other employers.

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What should you pay attention to?

A second track can raise many questions. Here are a few tips:

• Keep in touch with your employer: If suitable work does become available within the company, the employer must offer it. By maintaining communication, the employee remains in the picture. Furthermore, reintegration is a joint legal obligation. The UWV assesses not only the employer's reintegration efforts, but also those of the employee. Good communication with the employer helps prevent the UWV from finding the employee has not cooperated sufficiently. Moreover, regular contact helps manage expectations and prevents unnecessary strain on the relationship.
• Ask for help. If you're not sure what to do, you can ask your union or a legal specialist for help.
• Be honest. Indicate what you can and cannot do, so that a realistic plan can be created.

Help from De Unie

The second track can be quite complicated. De Unie is ready to help you. Our experts can assess your situation, provide advice, and support you in discussions with your employer. Want to know more? Call us at 0345 851 963 or email us at sc@unie.nlOur Service Center is available every working day from 8:30 AM to 17:00 PM.