Second-Chance Reintegration in Amsterdam
In Amsterdam, where the job market is vibrant yet highly competitive, **second-chance reintegration** supports sick employees in finding new employment outside their current role when returning to their original job is no longer feasible. This process falls under Dutch labor law and typically begins after the first year of illness as part of the **Improved Gatekeeper Act (Wet Verbetering Poortwachter)**. It helps Amsterdammers re-enter the workforce quickly with active support from their employer. Residents can seek advice from the **Amsterdam Legal Helpdesk (Juridisch Loket Amsterdam)**.
What Is Second-Chance Reintegration in Amsterdam?
Second-chance reintegration refers to the phase in the reintegration process focused on securing employment with a different employer. Unlike the first phase, which aims for recovery and adjustments within the same company, the second phase actively seeks opportunities in Amsterdam’s broader labor market. This is critical for long-term sick employees who can no longer perform their original role.
The process usually begins around the **52nd week of illness**, or earlier if recovery within the current job is impossible. In Amsterdam, reintegration agencies and labor specialists collaborate with the **Dutch Social Security Agency (UWV)** to match vacancies with the employee’s capabilities, considering the city’s dynamic economy—particularly in sectors like trade and services. For employers, this effort is evaluated by the UWV in **WIA (Disability Insurance) claims**, which is essential to avoid penalties.
Legal Framework of Second-Chance Reintegration
The foundation for second-chance reintegration lies in the **Improved Gatekeeper Act (Wet Verbetering Poortwachter)**, integrated into the Social Insurance Laws. Key provisions include:
- Articles 22 and 23 of the Gatekeeper Improvement Act: These require both employer and employee to cooperate in reintegration efforts, including the second phase, strictly enforced by the UWV in Amsterdam.
- Article 4:29 of the Dutch Civil Code (Book 7): Mandates employers to make reasonable efforts to reemploy workers, potentially in a different role within or outside Amsterdam.
- WIA (Disability Insurance Act): The UWV assesses whether second-chance efforts were sufficient; failures may result in continued wage payments by the employer.
The **Sickness Benefit Act (ZW)** applies during the first two years of illness, and the **Unemployment Insurance Act (WW)** may come into play if new employment is secured via the second phase. The Gatekeeper Act emphasizes shared responsibility: Amsterdammers must collaborate, or risk benefit suspensions. In disputes, residents can turn to the **Amsterdam District Court (Rechtbank Amsterdam)**.
Step-by-Step Second-Chance Reintegration Process in Amsterdam
- Assessment and Initiation: Around week 52 (or earlier), the occupational physician evaluates whether the first phase failed. The employer notifies the UWV and initiates the second phase, often with local Amsterdam partners.
- Developing an Action Plan: With a reintegration coach—possibly through the **Municipality of Amsterdam**—a plan is created: CV adjustments, job-search training, and exploring vacancies in the region.
- Active Job Search: The employee applies for suitable roles based on education, experience, and health, with support from agencies familiar with Amsterdam’s market.
- Trial Placement: A probationary period with a new employer, up to 2 months without wage risk, ideal for testing in Amsterdam’s dynamic work environment.
- Completion and Evaluation: If successful, permanent employment follows; otherwise, a report is filed with the UWV for WIA assessment. The process typically lasts **6–12 months**, funded by the UWV budget.
In Amsterdam, employers cover costs from the reintegration budget, with potential municipal subsidies for local initiatives.
Rights and Obligations in Second-Chance Reintegration for Amsterdammers
Employee Rights
- Guaranteed Support: Employers engage an agency and cover costs, with free advice available at the **Amsterdam Legal Helpdesk**.
- No Income Loss: Sickness benefits continue until week 104.
- Dismissal Protection: Limited during reintegration; UWV approval is required, and disputes can be taken to the **Amsterdam District Court**.
Employee Obligations
- Active Participation: Must apply for jobs and adhere to agreements; non-compliance risks UWV sanctions.
- Transparency: Share health information with the occupational physician (not directly with the employer).
Employer Rights and Obligations
- Duty of Effort: Must continue wage payments for two years during illness, including reintegration in Amsterdam.
- Reimbursements: The UWV compensates up to **€3,000 annually** for reintegration costs.
**Comparison: First vs. Second Phase**
| Aspect | First Phase | Second Phase |
|---|---|---|
| Focus | Return to original job | External employment in Amsterdam |
| Start Time | Upon sickness onset | Around week 52 |
| Responsibility | Primarily employer | Joint with local agencies |
Practical Examples of Second-Chance Reintegration in Amsterdam
Consider Anna, a 45-year-old administrative employee in Amsterdam-Zuid, whose back injury prevents lifting or prolonged sitting. After six months, adjustments in her role prove impossible (first phase fails). The second phase begins: a coach from an Amsterdam reintegration agency tailors her CV for lighter roles. She applies at a Jordaan-based company and starts a trial as a data-entry clerk. After success, she is permanently hired, with costs covered by her former employer and UWV support.
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.