Sick leave in 2026: the appointments and procedures you should know

As an occupational physician I know that navigating the system during sick leave can be exhausting. To save you the guesswork, here are the different types of contact and procedure you might encounter with the occupational physician (arbeidsarts).

The key types of consultation

Preliminary return-to-work visit (Bezoek voorafgaand aan de werkhervatting): an informal conversation. Previously only you could request it, but now your employer can also propose it. Important: it isn't mandatory for you. If you're invited you can decline — although the physician is required to confirm to your employer that you were contacted.

Formal return-to-work consultation: the appointment that arrives by registered letter. If you're called for a reintegration examination, attendance is mandatory. Skipping it without a valid reason gets flagged to the health insurance fund, and your benefit can be suspended.

The reintegration pathway and "medical force majeure"

Official reintegration pathway (Re-integratietraject): can be started from the beginning of your leave with your consent. If you've been off for eight weeks and you're judged to have "work potential" (capacity for adapted tasks), this process may be triggered.

Note for employers: companies with 20 or more workers are required to start this process within six months once work potential is confirmed.

Medical force majeure (Medische overmacht): if no reintegration pathway is active and you've been continuously off for at least six months (previously nine), this special route can be used to end the employment contract when reintegration isn't possible.

What if there's no adapted work available?

If the evaluation concludes there's no role compatible with your health at your current employer, the internal process closes. You'll then need to register with the regional employment office (VDAB, Actiris or Forem) to look for opportunities elsewhere.

A note on finances (key 2026 changes)

The eight-week rule: if you go back off with the same condition within eight weeks, the employer is no longer required to pay guaranteed salary. The same applies if you relapse while on progressive return.

Employer solidarity: large companies (50+ workers) pay a 30% solidarity contribution during the second and third months of an employee's sick leave.

The good news: this doesn't apply when you're on progressive return — another incentive for both sides to back a gradual, healthy comeback.

A word from my practice

Reading about "force majeure" or "mandatory procedures" can be anxiety-inducing. My professional advice is simple: treat each step as a chance to clarify your situation.

If your employer proposes a preliminary visit, use it to read whether the workplace climate has shifted. If you're called for a formal reintegration, walk in with a clear picture of what you can do and where you still struggle. This isn't a cold administrative box-ticking exercise — it's the mechanism that exists to bring your health and your work back into alignment.

Not sure whether you've been correctly summoned, or what to say in the appointment? Get in touch and we'll look at your situation so you can walk in with a clear head.