Partial repair hassle? Maybe not if you know what it brings you!

Wait a moment, don’t click away just yet because you already think that partial reintegration doesn’t fit your organization or that it’s too much hassle. The benefits are simply too great to ignore, and I’d like to explain why.

By Mirelle Klijs

Investing in partial reintegration
Whether it’s short-term or long-term absence, it’s always better if the employee remains involved in work. Especially when it comes to psychological complaints, the threshold to return only gets higher otherwise. If someone resumes part of their duties, returning fully becomes much easier. And for the employee, it’s nice not to focus solely on what they can’t do—it all becomes a bit more positive. Many employers underestimate the possibilities for partial reintegration. I’m not saying it’s simple; especially in the beginning, it requires effort from HR and all managers within your organization. But that investment in partial reintegration is truly worthwhile, also when it comes to absence costs.

Clear agreements about the work
Once the company doctor has determined the limitations, you can then discuss with the employee whether the work can be partially resumed. If that’s not possible, you can look together at what other tasks within the organization might be suitable. Even if the employee comes to work for just a few hours a week, that’s still better than staying at home entirely. Have the conversation without judgment and without pressure. Because if someone goes back to work ‘full throttle’ when that’s actually not possible, they’ll drop out again in no time. Partial reintegration requires good guidance. And clear agreements about the tasks someone can still do.

Mapping out options
Depending on the size of the organization, it’s easier to let employees do other tasks. Big or small, be creative and map out odd jobs and supporting tasks for each department. If you think this through together with HR and managers, you’ll discover surprising possibilities. If there are employees on sick leave, consider all options across the organization. It can save you a lot of money, because every hour someone works is not counted as absence.

Practical example
That it’s possible in practice, I see with one of our clients. When I recently visited them, all employees on sick leave were in partial reintegration. That’s quite special—we don’t often see this. But as a result, they save a lot of money and maintain a good relationship with their employees.

Would you like to talk further about the possibilities of partial reintegration within your organization? Or about how you can approach this, how to have the right conversation? Feel free to email me (mirelle@deverzuimmakelaar.nl), I’m happy to help.

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