Second-Chance Reintegration in The Hague
The Hague, as a bustling city with a strong presence of government and service-sector jobs, plays a key role in the Dutch **second-chance reintegration** process under labor law. This pathway helps employees who cannot return to their original roles find new employment elsewhere. Typically initiated after the first year of sickness absence, it falls under the **Wet Verbetering Poortwachter (Gatekeeper Improvement Act)**. The goal is rapid workforce reintegration, with active employer involvement. For Hague residents, the **Juridisch Loket Den Haag** offers free legal advice to navigate this process.
What Does Second-Chance Reintegration Entail in The Hague?
Second-chance reintegration focuses on securing suitable employment outside the current employer. Unlike the first phase, which prioritizes recovery and adjustments within the same organization, this stage explores new opportunities—such as roles with local Hague employers in sectors like administration or healthcare. It is critical for long-term sick employees who cannot fully resume their original positions.
The process usually begins around the **52nd week of sickness absence**, or earlier if recovery in the original role is impossible. A local reintegration agency or labor expert assists the employee in identifying vacancies, often tailored to the Hague job market. For employers, this is essential, as it influences **UWV’s assessment** during a **WIA (Work and Income According to Capacity) application** and may result in penalties for insufficient effort.
Legal Framework of Second-Chance Reintegration
The foundation for second-chance reintegration lies in the **Wet Verbetering Poortwachter**, embedded in social security legislation. Key provisions include:
- Articles 22 and 23 of the Gatekeeper Improvement Act: These require active participation from both employer and employee in the reintegration process, including external options.
- Article 4:29 of the Dutch Civil Code (Book 7): Mandates employers to make reasonable efforts to reemploy, possibly in a different role.
- WIA (Work and Income According to Capacity): UWV evaluates whether second-chance reintegration was adequately pursued; deficiencies may result in continued employer liability.
The **Sickness Benefit Act (ZW)** applies during the first two years of illness, while the **Unemployment Insurance Act (WW)** may come into play after successful placement. In The Hague, disputes can be addressed through the **District Court of The Hague** or the **Juridisch Loket Den Haag** for support. Reintegration is a shared responsibility—failure to cooperate may lead to termination of benefits.
Step-by-Step Second-Chance Reintegration Process in The Hague
- Assessment and Initiation: Around week 52 (or earlier), the occupational physician determines if the first phase failed. The employer notifies UWV and initiates second-chance reintegration, often with Hague-based specialists.
- Developing an Action Plan: With a coach—typically from a local agency—a plan is created, including CV optimization, application training, and job searches in the region.
- Active Job Search: Applying for roles matching qualifications, experience, and health capacity, such as positions with the **Municipality of The Hague** or nearby businesses.
- Trial Placement: A 2-month test period with a new employer, without financial risk, to assess suitability.
- Completion and Evaluation: Successful placements lead to permanent employment; otherwise, a report is submitted to UWV for WIA consideration. The **Juridisch Loket Den Haag** can assist with evaluations.
The process typically lasts **6 to 12 months**, funded by the employer through the **UWV reintegration budget**.
Rights and Obligations in Second-Chance Reintegration
Employee Rights
- Support: Employer arranges and funds a reintegration agency.
- No Wage Loss: Sickness benefits continue until week 104.
- Dismissal Protection: Limited during the process; UWV approval required.
Employee Obligations
- Cooperation: Must actively apply for jobs; failure may result in penalties.
- Transparency: Must share health information with the occupational physician.
Employer Rights and Obligations
- Duty of Effort: Must continue wage payments for 2 years, including reintegration costs.
- Reimbursement: Up to **€3,000 annually** from UWV.
**Comparison: First vs. Second-Chance Reintegration**
| Aspect | First Phase | Second Phase |
|---|---|---|
| Focus | Return to original job | External employment in the region |
| Start Time | From onset of sickness | Around week 52 |
| Responsibility | Primarily employer | Shared with local support |
Practical Examples of Second-Chance Reintegration in The Hague
Consider Marie, a 45-year-old civil servant for the **Municipality of The Hague**, who after a burnout cannot work full-time. After 7 months, the first phase fails. Through second-chance reintegration, with a coach’s help, she adapts her CV for part-time roles in the service sector. She applies at a local consultancy and begins a trial placement as a support assistant. After success, she is hired permanently, with costs covered by her employer and guidance from the **Juridisch Loket Den Haag**.
Veelgestelde vragen
Wat is mijn retourrecht?
Bij online aankopen heb je 14 dagen retourrecht zonder opgaaf van reden, tenzij de wettelijke uitzonderingen gelden.
Hoe lang geldt de wettelijke garantie?
Goederen moeten minimaal 2 jaar meewerken. Defecten die binnen 6 maanden ontstaan worden verondersteld al aanwezig te zijn.
Kan ik rente eisen over schulden?
Ja, je kunt wettelijke rente eisen (momenteel ongeveer 8% per jaar) over het openstaande bedrag.
Wat kan ik doen tegen oneerlijke handelspraktijken?
Je kunt klacht indienen bij de consumentenbond, de overheid of naar de rechter gaan.
Wat is een kredietovereenkomst?
Een kredietovereenkomst regelt hoe je geld leent, wat de rente is, en hoe je dit terugbetaalt.