What exactly is it?
This is a medical consultation with Premed's occupational physician, which takes place during the period of incapacity for work. The goal is not to check if someone is ill, but to see: "What might still be possible?".
During this consultation, the physician discusses with the employee whether the work can be (temporarily) adapted. Consider:
- Progressive return to work (starting part-time).
- Adjustment of tasks (e.g., no heavy lifting).
- Adjustment of the workstation (e.g., ergonomic chair).
Why choose this approach?
Many employers immediately think of the formal Reintegration Trajectory (RIT), but this is often too heavy an instrument for the start. The pre-return-to-work consultation offers great advantages:
| Characteristic | Formal Reintegration Trajectory (RIT) | Pre-return-to-work consultation (Recommended) |
|---|---|---|
| Atmosphere | Formal, legal, sometimes coercive. | Informal, accessible, constructive. |
| Communication | Starts with registered letters (obligatory). This can deter employees or make them defensive. | Regular invitation or phone call. No legal threat. |
| Obligations | Strict deadlines and procedures must be followed. Sanctions possible. | Voluntary nature (employee cannot be forced, but is invited to dialogue). |
| Result | Coercive reintegration plan or dismissal (medical force majeure). | Tailored advice for return to work, often faster and more sustainable. |
Who can request this?
Since the amendment to the law, the right of initiative has been expanded:
- The Employee: Could always ask for this.
- The Employer (NEW): You may now also take the initiative to ask the occupational physician to invite the employee. This is a strong signal that you are involved and want to help.
Note: The employee is not obliged to accept your invitation for a pre-return-to-work consultation. If he/she refuses? Then you can switch to the formal trajectory (if the conditions are met).
How does it work in practice?
- Application: You send a simple request to Premed (via 016/308.111, the employer portal or email).
- Invitation: We invite the employee, or you generate the invitation via our portal
- Consultation: The physician listens, examines, and reviews the possibilities.
- Advice: the physician provides you with an advice form with proposals for adjustments.
- Startup: You discuss this with the employee and make practical arrangements.
Our advice for employers
- Don't wait until it's "necessary". The law requires a screening after 8 weeks, but you may request a pre-return-to-work consultation much earlier (e.g., after 4 or 6 weeks). The faster the contact, the lower the threshold to return.
- Choose the gentle approach. Always start with this informal track. It maintains a good relationship with your employee. Only if this doesn't work, is the formal trajectory with registered letters the next step.
- Prepare yourself. Look in your "Inventory of Adapted Work" for the possibilities you already have, so you can immediately make a concrete proposal if the physician gives the green light.