ReBoard
Return-to-work programme
Re-recruit your employees on long-term sick leave. Bring them back on board.
An external, neutral and confidential programme that supports them towards a sustainable return to work.
The situation
Why re-recruit them. Your employees on sick leave have already proven what they can do. They know your organisation, your teams, your clients and your culture, and many of them want to come back to work for you. Bringing them back costs less, takes less time and carries less uncertainty than external recruitment.
What has changed. After a long absence, part of their employability has eroded: roles have evolved, tools and practices have changed, and both confidence and certain skills of the trade have become rusty. That is precisely what our programme works on.
Why it gets stuck. Keeping in touch is an obligation. It does take place, but what really matters is rarely said. The employee fears closing doors by admitting that they do not see themselves returning to their post. The manager fears applying pressure by asking the questions. Without the possibility of speaking openly, nothing moves forward. And waiting is not the safest option: the longer the absence lasts, the more difficult the return becomes.
“Where a return to work is medically possible, rapid intervention, within the first six months, is crucial.”
(High Council for Employment, Belgium)
“Of those who are ill for a year, eight out of ten are still unable to work a year later.”
(High Council for Employment, Belgium)
“A return to work can even contribute to a faster recovery, provided the work is adapted to the worker’s state of health.”
(FPS Employment, Belgium)
Our solution
Show your employees that they matter. Each one is accompanied by a dedicated pairing, external, independent and neutral, placed at their service.
A career coach
Trained in reintegration and career change, to explore every realistic option and prepare the next steps.
A health adviser
To understand capacities, limits and resources, and make sure the timing is right to move forward.
An employee in a fragile situation speaks more openly to someone outside their line management, and a neutral party rebalances the conversation. The assessment becomes more honest, and the return more solid.
Together, they enable the employee to:
- Assess their situation, their capacities and their priorities
- Explore every option, within the organisation and beyond
- Prepare the next steps concretely: the return-to-work conversation with their manager, or a solid internal application if another post is the way forward
- Regain confidence
- Benefit from Aicca, our AI-augmented career guidance platform, which brings to light capacities and options they would not have considered
- Receive support during the first stages of putting their action plan into practice
Three possible paths
The same post, with the necessary adjustments
Another post, within your organisation
A supported move towards the wider labour market, when no internal solution is possible
Only inaction produces nothing.
Benefits of our ReBoard programme
For the employee
- Voluntary participation
- Strictly confidential conversations
- An external, independent and neutral pairing, placed at their service
- Concrete tools for the path they choose
- A space to speak openly about doubts, limits or the wish for a different path
- Support in their language, in person or by video
For the employer
- A turnkey service: coaches, programme management, aggregated reporting
- The decision on what is possible within your organisation remains yours, supported by a voluntary, neutral and documented process
- A predictable budget, adaptable as your needs evolve
- A start calibrated to the volume you choose, using your own indicators
- No charge for an employee who does not follow through after the first call
- A clear signal to all your teams that the organisation stands by its people
Credibility
supporting people into work
people
supported
a programme run with the Plateforme Bruxelloise pour la Santé Mentale and funded by Actiris and the European
Social Fund
Frequently asked questions
We already work on return to work. Why call you?
If you are fully satisfied with your results, there is probably no need. But if some situations are not moving forward, ReBoard can go further where internal efforts reach their limit.
We bring 15 years of experience supporting people whose health makes returning to work difficult, a dedicated pairing of a career coach and a health adviser for each employee, and an external, neutral position that employees trust. We do not replace what you already do: we add what an internal process cannot provide on its own.
Why would an employee open up to you more than to us?
Because we are independent: of your organisation, and of the bodies that decide on their rights, such as their health insurance fund or INAMI-RIZIV. An employee in a fragile situation can share doubts, limits or the wish for a different path without fear of the consequences. The assessment becomes more honest, and the return more solid.
What will we know about each employee?
Everything said between the employee, the career coach and the health adviser stays strictly confidential. You receive an operational status and aggregated reporting, without the reasons behind it. Any further individual information requires the employee’s explicit consent, and all data processing complies with the GDPR.
Does ReBoard replace the contact we must keep with absent employees?
No, it complements it. Your contact continues. ReBoard gives the employee what that contact alone cannot: an external, professional and confidential space to take stock and prepare what comes next.
Who decides whether a return is possible?
You do. We explore and assess the options with the employee. Your organisation validates what is feasible, together with the manager and the people concerned, in line with medical recommendations.
What if an employee is not ready, or does not follow through?
Our programme is designed so that you do not pay for engagement that is not there. Each employee takes the first step themselves, and their readiness is checked before any active support begins. If the timing is not right, they are directed towards suitable support and the place goes to another colleague.
How is ReBoard priced?
Around a reserved support capacity: you decide how many employees can be supported at the same time, so your budget stays predictable. When a pathway ends, the place is reassigned to another employee, so there is no incentive to close a pathway too early or to extend it for nothing. Let’s talk, and we will size it with you.
In which languages, and where?
Sessions take place in French, Dutch, English and other languages, in person or by video call, depending on what suits each employee.
Let us look at the potential impact within your organisation
Choose two or three real situations, among those that are not moving forward. In a confidential conversation, we assess together what ReBoard could change for you.