A work-related disability does not change who you are or what you can contribute to the labour market. Nevertheless, it often raises practical questions: what are your options, who can help you move forward, and how do you go about embarking on a new career path? For many people with a work-related disability, retraining is a concrete step towards a sustainable future in the workplace.
In this article, we answer the most frequently asked questions about retraining for people with a disability. From who is eligible to how to choose the right course: here you’ll find a clear overview to help you make informed decisions.
What is retraining, and when is it relevant in the context of a work-related disability?
Retraining is the process by which a person learns new skills or a new profession in order to remain active in the labour market in a different capacity. In the case of a work-related disability, retraining is relevant when a person is no longer able, or is only partially able, to carry out their current job due to physical, mental or cognitive limitations.
The point at which retraining becomes an option varies from case to case. Sometimes it becomes clear following a long-term illness or an accident: the old job is simply no longer feasible. In other cases, the process is more gradual, for example when a job becomes too demanding due to a chronic condition. Retraining then offers a path to work that is better suited to the new situation, without the person having to be completely sidelined.
It is important to note that reskilling goes beyond simply taking a course. It involves a targeted transition to a profession or sector in which a person can remain employable in the long term, taking into account their own capabilities and limitations.
Who is entitled to retraining if they have a work-related disability?
People with a work-related disability who are no longer able to carry out their current role are, in many cases, entitled to support with retraining. This applies both to employees in paid employment and to people receiving benefits from the UWV or the local authority. The exact entitlements depend on the individual situation, the nature of the disability and the relevant authority.
Employees who are unwell and have been unable to work in their own role for more than two years are covered by the Work and Income according to Labour Capacity Act (WIA). As part of this process, retraining may be used as part of the reintegration programme. People receiving Wajong benefits or social assistance benefits may also be eligible for retraining programmes, depending on their situation and the assessment carried out by the UWV or the local authority.
Employers also have a role to play in this. They are legally obliged to cooperate with the reintegration process, which in some cases also involves retraining for a different role within or outside the organisation.
What is the step-by-step process for a retraining programme?
A retraining programme for people with a work-related disability usually follows a number of set steps: an initial assessment and evaluation of the situation, identifying a suitable retraining pathway, undertaking a course or training programme, and finally returning to the labour market. The exact details are always tailored to the individual.
- Initial assessment and problem analysis: An occupational health doctor, occupational health specialist or return-to-work coach assesses the situation. What are the limitations, what are the possibilities, and what are the employee’s wishes?
- Career research: Based on talents, interests and physical or mental capabilities, an assessment is carried out to determine which occupations or sectors are realistic and suitable.
- Training plan: A specific plan will be drawn up, setting out a suitable education programme, training or course. This may range from a short refresher course to a completely new programme of study.
- Support during the course: Throughout the process, support is available to monitor progress and make adjustments where necessary.
- Return to work: Once the retraining programme has been completed, support is provided to help participants find a suitable job or role.
The duration of a retraining programme varies considerably. A shorter refresher course may last a few weeks, whilst a full retraining programme leading to a new profession can sometimes take a year or more.
Who pays for retraining in the event of a work-related disability?
In most cases, the costs of retraining due to a work-related disability are not borne by the employee themselves. Depending on the situation, the employer, the UWV, the local authority or a combination of these parties will cover the costs of retraining.
Employees who are still in the employ of an employer are covered by that employer’s reintegration obligation. The employer is obliged to continue paying their wages for two years and to fund their reintegration, including any retraining. The UWV monitors compliance with these obligations.
If someone is receiving WIA benefits or is on Wajong benefits, the UWV may reimburse the costs of retraining as part of a return-to-work programme. People receiving social assistance benefits can apply to their local authority for funding for training. In some cases, grants or funding may also be available through sector funds or R&D funds, depending on the industry.
What is the difference between first-track and second-track reintegration?
The first track of reintegration focuses on returning to one’s own employer, whether or not in a modified role. The second track of reintegration focuses on finding work with a different employer or in a different sector. Retraining plays a particularly important role in the second track, when a return to one’s original role or employer is no longer possible.
First track: reintegration
The first approach involves assessing whether the employee can return to their own job, possibly with adjustments to their duties, working hours or working environment. If this is not fully possible, other suitable roles within the same organisation are sought. The employer has an active responsibility in this regard.
Second-track reintegration
If a return to the employee’s own employer is not feasible, the second track begins. Under this track, the employee is supported in finding work outside their own organisation. This process often involves career guidance, exploring new opportunities and, where necessary, retraining for a different profession or sector. The second track can be initiated as early as six months into a period of sick leave, alongside the first track.
How do you choose the right retraining programme if you have a work-related disability?
You can choose the right career change by carefully assessing three factors: your own talents and interests, your physical and mental capabilities, and the opportunities available in the labour market. A good balance between these three factors increases your chances of long-term success after retraining.
Start by gaining self-insight. What skills have you developed throughout your career? What gives you energy? Which professions appeal to you? This forms the basis for a realistic choice. Next, it is important to take an honest look at what is feasible given your disability. Some jobs are too physically or cognitively demanding, whilst others are actually well suited to your new circumstances.
It’s also worth taking a look at the job market. Are there enough opportunities in your chosen field? Which sectors are looking for people with your profile? A career coach or employment adviser can help you answer these questions and make an informed choice. Invest in this exploratory process, because finding the right fit at the outset will save you a lot of energy and disappointment later on in the process.
How Nieuwkans helps with retraining and career guidance
At Nieuwkans, we understand that a career change is about much more than simply choosing a course. It starts with understanding yourself: who are you, what drives you and what are your natural talents? Building on that foundation, we help you find a direction that truly suits you, even if the job market or your circumstances have changed.
What we offer to employees who are looking to make a fresh start:
- Personalised career guidance, tailored to your situation and potential
- Gaining an understanding of your talents and cognitive behavioural preferences through scientifically validated methods, such as the BrainsFirst approach
- Support in exploring realistic opportunities in the labour market
- A bespoke approach, because your situation is unique and deserves a unique approach
- Support in building confidence in your own abilities
Would you like to find out more about how we support employees in sustainable employability and career development? Or are you ready to take the first step? Contact us and we’ll discuss together what the best course of action is for your situation.