As an SME entrepreneur, how can you successfully reintegrate employees who have been on long-term sick leave?
August 2025 - Belgium has a record number of people on long-term sick leave. To reverse this trend, the federal government is working on a new plan to get people on long-term sick leave back to work on a sustainable basis. Employers have an important role to play in this.
According to the RIZIV, in 2024 more than 526,000 people had been off work for more than a year. This is a quarter more than ten years ago. Figures from HR services company Liantis also show that last year, 31% of employees who had been ill for more than eight weeks gradually returned to work. That is encouraging, but at the same time, more than half had no contact whatsoever with their employer about adapted work or a return-to-work programme. That is a shame, because it is precisely that contact that is often the key to successful reintegration.
How do you go about this in practice?
A gradual return to work is often the best solution. A survey by SD Worx shows that three-quarters of SMEs are positive about this. However, one in six SMEs see no possibility of progressive employment, often for practical reasons. Combining a part-time receptionist or shift system with adapted work is not always easy. Nevertheless, this does not have to be an insurmountable problem if you work creatively and transparently with your employee to find feasible solutions.
Mutual understanding and recognition
A long-term absence affects both the employee and the employer. It is therefore important that both parties feel heard and recognised. This starts with clear agreements. Who will contact whom and when? What can be discussed? Nothing is as harmful as good intentions being lost due to misunderstandings or silence.
Another pitfall is taking action without consultation. Do not simply remove a sick employee from the team's WhatsApp group, no matter how well-intentioned. Ask how they would like to be treated. Do not remove tasks without consultation. And avoid judgemental comments such as “isn't that better now?” – they do not help anyone.
Five tips that work:
Invest in prevention. Talk to your team regularly and don't be afraid to ask questions. How are things really going? In an SME, communication lines are often shorter, so take advantage of that.
Make clear agreements. Agree who will be in contact, when and how often. This maintains the bond and ensures that everyone knows what to expect.
Ask and listen. Engage in dialogue about practical matters. Does your employee want to stay informed during their illness? How do they envisage their return?
Call in help. Don't think you have to solve everything on your own. Call in the external prevention service, ask an occupational physician or HR partner for advice. There are often more options than you think.
Identify the issues. Don't be afraid to identify practical problems or doubts. Dare to discuss whether adapted work really works. Is reorientation necessary? Sometimes that is the best solution.
No tailor-made solution
There is no ready-made formula for getting people on long-term sick leave back on board. Every situation is unique. But by actively maintaining contact as an SME entrepreneur, showing mutual understanding and working together to find workable solutions, you greatly increase the chances of successful reintegration. Ultimately, everyone wins: your employee feels valued and you regain valuable knowledge and experience.
