Return to another employer

Ensuring alignment among all pertinent stakeholders is crucial. Consider:

The individual with the brain injury (who must consent to involving other parties in discussions).
Loved ones (such as partners, family members, or close friends).
The work environment (including direct managers and colleagues).
The treatment team (comprising the treating physician, physiotherapist, occupational therapist, psychologist, speech therapist, and social worker).
The occupational physician and/or health insurance fund's advisory physician, who understand the health condition and translate it into workplace options.
Work mediators and/or job coaches, who can conduct environmental and workplace assessments, identify necessary adjustments or support, and plan tasks in collaboration with the individual at work.

Openly communicate what is feasible and realistic, considering various perspectives (employer, employee, home situation). Collaboratively identify opportunities and challenges.

👉 Click on a question below for further information.

Together with your employee, assess the possibility of transitioning to new or adapted work.

Following an evaluation by a health insurance fund advisory doctor, individuals with brain injuries can opt to engage in a voluntary socio-professional rehabilitation process. This process involves updating skills to qualify for a different position based on their educational background and work experience.
If transitioning to a role based on their qualifications is not feasible, they may initiate a socio-professional reorientation process.

🔀You and your employee can jointly explore re-employment options:

For disabled employees under a suspended employment contract, prioritise reintegration opportunities within the organisation.

If your employee is temporarily unable to fulfill their current role, as an employer, seek adapted or alternative work until they can resume their original duties.
- Partial return to work can be a beneficial approach.This allows the employee to gradually reintegrate at a pace aligned with their recovery process.
- Adjustments can be made temporarily, and alternative tasks can be sought until full resumption of original duties is feasible.
- Partial return to work often allows the retention of (part of) disability benefits from health insurance, provided approval is obtained from the health insurance fund's advisory doctor.

In cases where an employee is permanently unfit for their current role, as indicated by a medical certificate from the treating or occupational physician, temporary solutions may not be viable.
- If it is determined that the employee cannot perform their assigned duties anymore, a different long-term approach may be necessary.

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