Occupational health examination after 1 year of illness

Disability can happen to anyone. If an employee is sick for a long time, it is not only unpleasant for the employee himself, but also for the employer. It is important to investigate the possibilities of getting the employee back to work and to prevent the employee from being declared completely unfit for work. Therefore, an occupational health examination can be carried out after 1 year of illness. In this article, we will explain what an occupational health examination entails, when it is used and what its benefits are for both the employee and the employer. Why an occupational health investigation is deployed after 1 year of illness and what the follow-up is.

What is an occupational health survey?

An occupational health examination is an examination in which an occupational health expert looks at the possibilities of getting an employee back to work. This involves looking at the nature of the illness, the employee's workload, the work the employee used to do and the possibilities of adapting this work. It also looks at any alternative work the employee could do. The aim of the examination is to determine whether the employee can return to work, and if so, the best way to do so.

When is an occupational health investigation initiated after 1 year of illness?

An occupational health examination is usually initiated when an employee is still unable to perform his or her duties after 1 year of illness. In many cases, the employee has already gone through a reintegration process, but has not yet succeeded in getting the employee back to full employment. An occupational health examination can then help get the employee back to work.

In addition, an occupational health survey can also be used when there is a change in working conditions. For example, if there is a reorganisation or if certain work has been dropped and new work has taken its place. An occupational health expert can then help determine whether the employee is capable of carrying out the new work, and if so, how best to do so.

What are the benefits of an occupational health assessment after 1 year of illness?

An occupational health assessment can have several benefits for both the employee and the employer. Some of the benefits include:

Understanding the employee's capabilities

An occupational health examination provides insight into the employee's capabilities. For example, the employee may no longer be able to perform certain work, but may be able to perform other work. Through the examination, the employee knows what the possibilities are and alternative work can be looked at that suits the employee's capacity.

Chances of successful reintegration are increased

When there is a clear picture of the employee's capabilities, a targeted search for suitable work can be carried out. This increases the chances of successful reintegration. This is not only positive for the employee, but also for the employer. After all, an employee who can return to work is less dependent on benefits and can again contribute to the company's productivity.

Obligation under the Gatekeeper Improvement Act

An occupational health examination may also be required under the Wet Verbetering Poortwachter. This law requires employers and employees to make efforts to ensure that an employee can return to work. If there is still no prospect of successful reintegration after 1 year of illness, an occupational health and safety investigation can be initiated to determine what the possibilities are.

Cost savings

An employee on long-term sick leave can cost the employer a lot of money. After all, wages have to continue to be paid and there are costs associated with hiring replacement staff. By using an occupational health and safety study, the possibilities of getting the employee back to work can be explored. This can ultimately lead to cost savings for the employer.

How does an occupational health examination proceed after 1 year of illness?

An occupational health examination after 1 year of illness usually starts with an intake interview with the employee. This involves looking at the employee's medical history and workload capacity. It then looks at the work the employee used to do and whether this work still fits the employee's capacity. If this is not the case, we look for alternative activities that do fit the employee's capacity.

Additional investigations may also be required, such as a medical examination or a psychological examination. This depends on the nature of the illness and the employee's taxability.

Once there is a good picture of the employee's capabilities, the options for getting the employee back to work are explored. This can be done, for example, by making adjustments to the work, such as reducing work pressure or adjusting working hours. The possibilities of reintegrating the employee in another position within the company or in another company can also be examined. This is sometimes easier said than done. In schools, for example, the vast majority of employees are teachers. Finding suitable work for someone who can no longer teach is then very difficult. fortunately, there are specialised reintegration agencies in education who can help with this.

What happens after the occupational health examination?

After the occupational health examination, a report is drawn up outlining the findings and recommendations. This report is discussed with the employer and the employee. Based on the report, follow-up steps can be taken, such as adjusting work or looking for alternative work.

If there is an obligation from the Gatekeeper Improvement Act, then the employer and the employee must stick to the agreements made and follow the recommendations of the report. It is important to document this well so that there can be no discussion afterwards about the efforts made.

Conclusion

An occupational health assessment can help an employee return to work after 1 year of illness. By looking at the employee's capabilities and targeting suitable work, the chances of successful reintegration can be increased. This is not only positive for the employee, but also for the employer. After all, an employee who is able to return to work is less dependent on benefits and can again contribute to the company's productivity. It is therefore advisable to initiate an occupational health survey if there is no prospect of successful reintegration after 1 year of illness. Should the occupational health investigation give cause to do so, CareerSolution, with more than 30 years of experience, is the obvious partner to provide an reintegration 2^e track section.