A second opinion is a medical assessment provided by another independent occupational physician who is not employed by the same occupational health service provider. An employee may request a second opinion if they have doubts about the advice given by their own occupational physician, for example regarding their work capacity, limitations, or the proposed return-to-work plan.

The cost of a second opinion is €2750,- (VAT exempted) for the entire procedure. These costs are borne by the employer. As a healthy and effective return-to-work process is in the interest of both the employer and the employee, Dutch legislation stipulates that the employer is responsible for the costs of the independent consultation and the resulting advice.

The second opinion report is usually prepared on the same day as the consultation and sent to the employee for review. The employee has both the right of access and the right to withhold consent (blocking right) regarding the report. Once the employee has approved the report, either in writing or by email, it is immediately forwarded to their own occupational physician. This process ensures that the employee retains control over the release of the report while avoiding unnecessary delays in the return-to-work process.

No. The advice of the second opinion occupational physician is not binding. The employee discusses the second opinion with their own occupational physician. The original occupational physician then decides whether to amend their initial advice based on the findings of the second opinion. Responsibility for case management and return-to-work guidance therefore remains with the original occupational physician. However, if they choose not to follow the second opinion, they should have well-founded reasons for doing so and be able to explain their decision.

No. The statutory right to request a second opinion is reserved exclusively for employees. If an employer disagrees with the occupational physician’s advice regarding sickness absence management or reintegration, they cannot initiate a second opinion procedure themselves. In such situations, the employer may apply for an expert judgment (deskundigen oordeel) from the UWV. An expert judgment can provide an independent assessment on specific questions related to illness, work capacity, and the reintegration process.