You feel that the company doctor is not taking your complaints seriously. The consultation was superficial, your story was cut short, and the conclusion seemed predetermined. That is frustrating — and it does not have to be this way.
You are sitting with the company doctor. You try to explain how you feel, what your symptoms are, and why you believe you cannot work. But the company doctor seems rushed. The questions focus on what you can do, not on what limits you.
Perhaps you feel the company doctor had already reached a conclusion before the conversation began. Or that your psychological complaints were dismissed as "just push through." With mental health issues, this is particularly sensitive, as the limitations are not visible.
After the consultation, you feel unheard. The assessment does not match your experience. And your employer bases the next steps on precisely this assessment.
This is one of the most common complaints about company doctors. You have the right to a thorough examination — and there are steps you can take when that has not happened.
Company doctors often have a full schedule. A consultation of 20-30 minutes is standard, but complex sick leave requires more time. Under time pressure, conversations become more superficial and nuances are missed.
The company doctor is trained to look at what you can do, not only at what you cannot. This can feel as though your complaints are not taken seriously, while it is a different way of assessing. However, a good company doctor combines both perspectives.
Some company doctors communicate in a businesslike and direct manner. This can come across as disinterested, even though they may be taking all information into account. But if the result is that you feel unheard, that signals the communication fell short.
The company doctor is bound by professional guidelines (NVAB guidelines). A careful assessment requires sufficient time, attention to your story, and consideration of relevant medical information. A consultation that was too brief or superficial can be grounds for a second opinion.
Under the Dutch Working Conditions Act (art. 14), you can request a second opinion. Another, independent company doctor will then reassess your situation. The company doctor may only refuse this with stated reasons.
If you believe the company doctor acted carelessly, you can file a complaint with the occupational health service. This concerns the professional conduct, not the substantive assessment. Every occupational health service is legally required to have a complaints procedure.
Feeling that you were not heard is important, but legally the outcome matters. That is why it is valuable to document what specifically was not discussed or asked. This makes your objection concrete and verifiable.
Write down immediately after the consultation what was discussed, which questions were not asked, and which complaints you were unable to explain. This record helps with a potential second opinion or complaint.
Email your employer that you disagree with the assessment and why. Mention that you feel the examination was incomplete. This lays the foundation for a formal objection.
Ask the company doctor for a second opinion. With another company doctor, you can tell your story again, with more time and attention. Bring written information from your treating physicians.
A statement from your GP, psychologist, or specialist can make the difference. This gives the second opinion doctor or UWV insurance physician additional medical context that the company doctor may have missed.
If the situation threatens to escalate — for instance towards a salary stop — a UWV expert opinion can provide more certainty than a second opinion alone.
If you feel you are structurally not being heard and your employer uses the assessment to apply pressure, legal guidance is advisable. An adviser can help ensure the right steps are taken in the right order.
"I barely got a chance to explain what was wrong. After two questions, the company doctor said I could work."
A thorough assessment takes more than two questions. Document what was not discussed and request a second opinion. The second opinion doctor will have your notes and can ask targeted follow-up questions.
"The company doctor said everyone is tired and that working would be good for me. My psychologist says I have serious complaints."
Psychological complaints are trivialised more often than physical ones. Ask your psychologist for a letter with diagnosis and treatment advice. This concrete evidence can make the difference in a second opinion. Read more about mental health and work.
"I am being treated by a specialist, but the company doctor did not ask about it and based the assessment solely on our conversation."
The company doctor may not request information from your treating physician directly, but should ask you about it. If the company doctor does not even know you are under treatment, the assessment may be based on incomplete information. That is a strong basis for a second opinion.
"I want to object, but I am afraid it will worsen the relationship with my employer or lead to a salary stop."
A second opinion or expert opinion is your legal right. Your employer may not penalise you for exercising it. On the contrary: by formally objecting, you actually protect your position, even if the assessment ultimately remains the same.
Not being heard by the company doctor is more than an unpleasant experience. It can have direct consequences for your reintegration, your income, and your recovery. An assessment based on an incomplete consultation deserves review.
MediRights assesses whether the consultation met professional standards. We examine the duration, the depth, and whether relevant medical information was taken into account in the assessment.
We then advise you on the best route: a second opinion, an expert opinion, a complaint, or a combination. We help you prepare so that in the next consultation, you will be heard.
Have the assessment reviewed for thoroughness. An incomplete consultation does not have to be accepted.
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