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Gatekeeper Improvement Act in Leiden: Obligations and Guidelines

The Gatekeeper Improvement Act regulates the duties of employers and employees during the first two years of illness. Read more about reintegration obligations and support in Leiden.

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Gatekeeper Improvement Act in Leiden

The Gatekeeper Improvement Act imposes obligations on both employers and employees during the first two years of sickness, including in Leiden.

Purpose of the Act

The aim is to prevent long-term work disability by promoting an active approach to [reintegration](https://rechtshulpdelft.nl/encyclopedie/risicoinventarisatie-en-evaluatie).

Employer Responsibilities

  • Consult an occupational physician
  • Prepare problem analysis (week 6)
  • Develop action plan (week 8)
  • Keep reintegration file up-to-date
  • Offer [suitable employment](https://rechtshulpdelft.nl/encyclopedie/arbeidstijd-definitie)
  • Initiate [second track process](https://rechtshulpdelft.nl/encyclopedie/second-opinion-arbowet) if necessary

Employee Responsibilities

  • Actively contribute to reintegration
  • Accept suitable employment
  • Share relevant information
  • Attend consultations with the occupational physician

Assessment by UWV (Gatekeeper Test)

During a WIA application, the UWV checks whether both parties have made sufficient efforts for reintegration.

Possible Sanctions

  • Employer: wage sanction (extra year of [wage continuation](https://rechtshulpdelft.nl/encyclopedie/loondoorbetalingsperiode))
  • Employee: reduction or rejection of [WIA benefit](https://rechtshulpdelft.nl/encyclopedie/ziektewet-dagloon-berekening)

Legal basis: Gatekeeper Improvement Act

Help in Leiden

For legal support, you can go to the Juridisch Loket Leiden (Stationsweg 46) or submit matters to the District Court of The Hague, Leiden location.

Frequently Asked Questions about the Gatekeeper Improvement Act in Leiden

What does the Gatekeeper Improvement Act aim to achieve? The Act seeks to avoid long-term work disability by actively stimulating reintegration. In Leiden, various agencies such as occupational physicians and reintegration agencies can provide support.
What obligations does an employer have under this Act? An employer must, among other things, engage an occupational physician, conduct a problem analysis in week 6, formulate an action plan in week 8, maintain a file, offer suitable employment, and initiate a second track if necessary. In Leiden, you can get help from employment law specialists.
What is expected of an employee? Employees must cooperate in their reintegration, accept suitable employment, provide information, and comply with appointments with the occupational physician. In Leiden, supportive programs are available through local reintegration agencies.
What does the UWV Gatekeeper Test entail? During a WIA application, the UWV evaluates whether sufficient reintegration efforts have been made by both parties. In Leiden, you can receive guidance from legal experts for this assessment.
What are the consequences of non-compliance with the Act? Employers risk a wage sanction, requiring them to pay wages for an extra year. Employees may receive a reduced or no WIA benefit. In Leiden, legal advisors are available to assist with sanctions.
How do I engage an occupational physician in Leiden? In Leiden, you can contact an occupational physician through local occupational health services or occupational health care. Search online for "occupational physician Leiden" for current contact information and support with the Act.
Where can I find reintegration help in Leiden? Employees in Leiden can seek reintegration help from local agencies and occupational physicians. They offer guidance and programs for recovery and return to work. Search online for "reintegration Leiden" for more details.
Why is the problem analysis in week 6 important? The analysis in week 6 maps out the limitations and possibilities of the sick employee, forming the basis for an effective reintegration process. In Leiden, you can consult occupational physicians for this.