Employer's Reintegration Obligations in Delft: Check and Demand Compliance

## Introduction In Delft, your employer must actively cooperate in your reintegration after illness, otherwise *you* risk sanctions from the UWV. This article for residents of Delft highlights the legal obligations of employers, how to check them via local authorities, and what to do in case of negligence. With the proximity of TU Delft and many technical companies, reintegration is crucial for innovation sectors. ## Employer's Obligations Under the Gatekeeper Improvement Act (Wet verbetering poortwachter), every employer in Delft must: - Draw up a reintegration plan within 8 weeks of the start of illness. - Engage an occupational health service or company doctor for problem analysis and advice. - Offer suitable work within the company (first track), such as adapted roles at local tech companies. - Activate the second track in case of long-term illness (longer than 1 year), with assistance from reintegration agencies in the Delft-Rotterdam region. In case of violation, the UWV in The Hague may impose wage sanctions up to 1 year of continued payment. Employers in Delft's manufacturing industry or at the university must strictly comply with this. ## How to Check in Delft? Request your reintegration file from the employer, including the plan, occupational health service reports, and evaluations. Check with local occupational health services such as ArboNed in the region. Report shortcomings directly to the UWV via the online reporting form or the UWV office in Zoetermeer, just 20 minutes from Delft Central. Attach evidence for quick processing. ## Consequences of Negligence If your Delft employer does not cooperate, the UWV will often lift your sanction. You can claim compensation from the sub-district court in The Hague for loss of income. Local trade unions such as FNV in Delft offer free advice. ## Practice Case from Delft An employee at a Delft high-tech factory reported negligence: no second track after 1.5 years of illness. The UWV imposed a wage sanction on the employer, the employee retained his benefit and received €5,000 in compensation via the sub-district court. Stay alert in Delft and protect your rights with local support. Contact UWV Zoetermeer for personal guidance. (312 words)