What is a feasibility study in second-track reintegration?

A feasibility study can be carried out when you are dealing with a sick employee who, as shown by the occupational health and safety study, most likely has a low resilience and few to no usable possibilities in the future. A feasibility study for second track reintegration can be used to investigate whether a second track process is useful or whether another path might be more useful.

Is a feasibility study mandatory?

If the first track, returning to your own or suitable work with the same employer, proves to be unfeasible, starting a second track process is mandatory for you as an employer. However, your sick employee is also obliged to cooperate with the second track process based on the Gatekeeper Improvement Act. Starting a second track process can already be initiated in the eighth week after the date that your employee reported sick. The second track process must be initiated no later than one year after reporting sick. However, there may be exceptions regarding the initiation of the second track process. The feasibility study for second track reintegration investigates the possibilities for a sick employee. In contrast to the initiation of a second track process, the initiation of a feasibility study is therefore not mandatory.

Why do you do a feasibility study in second-track reintegration?

A second track trajectory is mandatory for the employer to start, but the feasibility study checks whether a second track trajectory is useful at all for a sick employee. This may sound contradictory, but there are situations in which starting a second track trajectory must first be investigated. A feasibility study for second track reintegration investigates whether and to what extent a sick employee has usable possibilities. In addition, it is also examined whether usable possibilities can be expanded in the future through the guidance of a reintegration coach. It is not only useful for the sick employee and the employer to know how the continuation of the trajectory will proceed, but a feasibility study can also save a great deal of money for a second track trajectory when it is clear in advance that the chance of success is zero.

What does a feasibility study consist of?

A feasibility study in second-track reintegration consists of several components, so that a thorough investigation is conducted into the taxability and usable possibilities of an ill employee.

Step 1. First of all, a reintegration coach or someone with a similar function will have an interview with the sick employee. During this intake, the reintegration coach gathers all kinds of information about the employee and the situation.

Step 2. Once the reintegration coach has obtained information from first-hand experience, as the process focuses on the sick employee, it is also important to engage with other stakeholders and interested parties. The reintegration coach therefore also requests information from the employer, the company doctor and the occupational health and safety service.

Step 3. Once the reintegration coach has obtained the information from the various persons involved and has formed a clear picture, it is time for orientation on the labor market. In addition, it is determined what and how big the distance to the labor market is for the employee. It is also examined whether there are possibilities for the employee by means of various tests, analyses and research into the wishes, the competencies, the work history and possible training opportunities.

Step 4. Using the information gathered from step 1 to step 3, the reintegration coach estimates the likelihood of the second track makes sense or not. Keep in mind that the reintegration coach cannot, should not and will not make a binding ruling on this, but can make an estimate of feasibility.

Step 5. In the final step, a report is drawn up in which it becomes clear to both the employer and the employee whether entering into a second track trajectory, according to the reintegration coach, is useful. The report provides arguments for the coach's position. The reintegration coach's report can be included when you submit an early WIA application or if you want to request an expert opinion from the UWV.

Going through a workload assessment should be done in a thorough manner, as it can make a big difference in the course of the reintegration process.

How long does a feasibility study take?

The duration of a feasibility study depends on various factors. These factors include the various parties involved, the opportunities on the labour market and the complexity of the situation. As a rule, a feasibility study for second track reintegration takes several months. It is wise to take into account approximately three months. It is useful to obtain information from various reintegration agencies in order to compare the duration of the process and the working methods of the agencies concerned and to make a suitable choice for your employee and yourself.

What are the benefits of a feasibility study?

A feasibility study has several advantages for both employer and employee. The transition from trying to reintegrate into your own job or into a job with the same employer to a second track trajectory can sometimes be intense and feel abrupt. By using a feasibility study for second track reintegration …

• gives the employee a chance to get used to the idea that reintegration in the first track is unlikely to succeed;
• the employee is given an insight into his obstacles and competences with regard to the chances of success of a second track.
• is extremely preliminary if a second-track route is initiated anyway.
• can particularly save employers money.
• an (early) WIA application or expert opinion can be requested.

What is the purpose of a feasibility study?

The purpose of a feasibility study in second-track reintegration is to provide clarity to employee and employer. A second track can be very useful, but it is important to first be clear whether the trajectory is possible. In certain cases, the obstacles are simply too complex and a second track trajectory is not (yet) appropriate. A feasibility study offers a solution for both employer and employee.

CareerSolution has extensive experience in providing feasibility studies. Contact us and we will be happy to provide you with all the necessary information.