Occupational assessment or second track reintegration in English? Yes, it’s possible!

In an increasingly international work environment, it’s common to encounter employees who speak little or no Dutch. Still, these employees are subject to the same reintegration obligations under the Dutch Gatekeeper improvement act (Wet verbetering poortwachter). This raises a frequent question among employers: Is it possible to carry out an occupational assessment or second track reintegration process in English?

The short answer: yes, at VDHC Werkadvies we offer this service. In fact, it’s often highly recommended.

What is an occupational assessment or second track reintegration process?

When an employee is absent from work for a longer period, an occupational assessment is often the first step in determining whether the person can still perform suitable work – either within the current role or elsewhere.

If returning to the original job (within track 1) isn’t possible, because of the limitations of the employee, a second track reintegration process should be started. This is aimed at guiding the employee toward suitable work with another employer.

These processes involve clear procedural and legal steps (based on the Gatekeeper improvement act), detailed documentation, and ongoing communication – all of which require clarity and precision.

When should you offer the process in English?

For employees who do not (yet) speak Dutch fluently, it’s essential that conversations, advice, and documentation are clear and understandable.

By offering second track reintegration and occupational assessments in English:

• the employee feels taken seriously;
• the likelihood of successful reintegration increases;
• misunderstandings about rights and responsibilities are avoided;
• you meet your obligations as an employer.

At VDHC Werkadvies, we have consultants who can guide these processes fluently in English – both written and spoken.

Who is the occupational assessment in English suitable for?

This service is suitable for:

• expats on long-term sick leave;
• international knowledge workers with limited Dutch language skills;
• employers with a diverse workforce;
• HR departments requiring English-language documentation.

Our approach: expert, human-centered and clear

Our approach is always personal and thorough, with a keen eye on both legal frameworks and individual circumstances. Whether the process is conducted in Dutch or English, we ensure:

• clear communication;
• understandable reports (in English);
• and a reliable translation of laws and regulations into practical guidance.

What can you do as an employer?

Are you considering a second track reintegration or occupational assessment for an international employee? We’re happy to explore the options with you.

Feel free to contact us to discuss the possibilities. We’re here to help – in Dutch or English.

Note: This article is also available in Dutch. Lees hier de Nederlandstalige versie.