You feel unwell, but the company doctor has assessed you as (partially) fit to work. That feels unjust — and sometimes it is. But how you respond now determines your position.
You visited the company doctor. The consultation lasted perhaps fifteen minutes. A few questions were asked, but you felt the conclusion was already set. The verdict: you can work, or you need to start building up your hours.
But you know how you feel. The symptoms are still there. You sleep poorly, you cannot concentrate, or your physical limitations persist. Your GP or specialist says something entirely different from the company doctor.
The company doctor's assessment carries significant weight. Your employer bases your reintegration on it. If you disagree but take no action, the assessment is treated as established.
This is a common disagreement with the company doctor. You are not alone — but you need to take action.
The company doctor assesses work capacity, not whether you feel well. That is a different standard than your GP uses. You can have symptoms and still be assessed as "able to work" — but that does not mean the assessment is always correct.
The company doctor bases the assessment on one consultation. Your GP or specialist has known you much longer. Sometimes crucial medical information is missing that would change the assessment. The company doctor cannot always request information from your treating physician directly.
The company doctor should be independent but is paid by the employer through the occupational health service. In some cases, this relationship leads to assessments that favour the employer. That is not allowed, but it does happen. Read more about the company doctor siding with the employer.
The company doctor's assessment is an advisory opinion, not a court ruling. You have the right to challenge it through a second opinion or a UWV expert opinion. But you must take action — doing nothing confirms the assessment.
Your GP, psychologist, or specialist can confirm you have symptoms but does not assess work capacity. Still, information from your treating physicians is valuable: it can provide a second opinion doctor or UWV physician with a more complete picture.
If the company doctor deems you fit and you refuse to work without formally objecting, your employer can view this as a refusal to work. This can lead to a salary stop. That is why it is crucial to object in writing and request a second opinion or expert opinion.
The longer you wait to take action, the more it appears that you accept the assessment. Request a second opinion or expert opinion as soon as possible. This also protects you against potential sanctions from your employer.
Send your employer an email stating that you disagree with the company doctor's assessment. Confirm that you are willing to cooperate but that you are having the assessment reviewed.
You can request a second opinion from the company doctor. An independent company doctor then reassesses your situation. The costs are covered by your employer.
At the UWV, you can request an expert opinion. An insurance physician provides an independent assessment. This costs EUR 100 and carries significant weight in potential legal proceedings.
Ask your GP, specialist, or psychologist for a written statement with their findings. You can take this to the second opinion or expert opinion assessment.
Keep track of which symptoms you experience, how they limit your daily functioning, and what you can and cannot do. This concrete overview helps with every subsequent assessment.
If the situation threatens to escalate — for example with a salary stop or pressure to start working — legal guidance can make the difference between a resolution and a prolonged conflict.
"My psychologist and GP both think I am not ready to work. But the company doctor says I should start with 4 hours per day."
The company doctor assesses work capacity, your treating physicians do not. But their information is relevant. Ask them for a written statement and take it to a second opinion or expert opinion. The difference in assessment is precisely a reason to request an independent review.
"The company doctor asked a few questions, barely looked up, and concluded I could work. I could not even tell my story."
A thorough assessment requires a proper examination. If you feel the company doctor did not listen to you, that is reason to request a second opinion. Document in writing what was discussed and what was not.
"The company doctor says I can work and my employer expects me to start tomorrow. But I do not feel capable at all."
Object in writing immediately. State that you disagree with the assessment and that you are requesting a second opinion or expert opinion. This protects you against a potential salary stop for refusal to work.
"If I do not work while the company doctor says I can, there may be a salary stop. But I truly cannot work."
That fear is understandable, but there are steps that protect you. By formally objecting and requesting an expert opinion, you demonstrate that you are not simply ignoring the assessment. While an objection is pending, your employer has a weaker legal position for a salary stop.
A company doctor's assessment that does not align with how you feel is disruptive. It affects your health, your work, and your income. And it strains the relationship with your employer.
MediRights assesses whether the company doctor's opinion was reached through a thorough process. We examine the reasoning, the procedure, and whether relevant medical information was taken into account.
Based on this, we advise you on the most promising route: a second opinion, an expert opinion, or both. We guide you through the application and ensure you are prepared for every step.
Have the assessment reviewed before it leads to consequences. How you respond now determines your position throughout the process.
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