In our view, occupational health services are most effective when working with a dedicated case manager. This case manager knows your organisation and acts as a fixed point of contact for both employers and employees. Below, we explain how case managers help you stay in control of absence.
The central role in the absence process
The case manager coordinates the entire process, from the initial sick report through to return to work. They manage communication between all parties involved and ensure that everyone is aligned.
Monitoring legal obligations
The case manager also ensures compliance with obligations under the Wet verbetering poortwachter. This includes making sure key steps are completed on time, such as the problem analysis, action plan, first-year evaluation and reintegration report. In doing so, the case manager helps prevent wage sanctions imposed by the UWV.
Support for both employer and employee
For employers, the case manager acts as a sparring partner. They provide advice on the progress of absence cases, discuss challenges and help explore options for return to work or workplace adjustments.
Employees can also turn to the case manager with questions about the process, expectations and planning. While the case manager is not a medical professional, they do provide structure, guidance and clarity.
Looking beyond the medical cause
Since most absence is not purely medical, the case manager also looks at underlying factors contributing to the situation. The focus is on a “de-medicalised” approach: talking about absence rather than illness, and focusing on possibilities rather than limitations.
Finding the best solutions for prevention and return to work
The case manager actively advises on the most effective route to a timely return to work. They also know when an absence insurer may contribute to the costs of prevention and reintegration. After all, this is not only a legal responsibility for the employer, but can also offer financial benefits for the insurer.
Example: funding for prevention
Company X was dealing with an employee who was struggling mentally. The employee raised this issue and has now started a preventive treatment programme with a psychiatrist. The insurer considers this a positive step and reimburses 50% of the treatment costs. This significantly increases the likelihood of preventing long-term absence.
