Requesting a second occupational physician opinion: when and how?

Requesting a second occupational physician opinion: when and how?

If you doubt the occupational physician’s advice, a second opinion may help. Another occupational physician examines the occupational health question. This is different from a UWV expert opinion or a complaint about how you were treated. Start with your precise concern: which limitation, task or preventive measure was insufficiently considered? A specific question clarifies what the second opinion should add.

The employee requests a second opinion through their own occupational physician.

The second occupational physician must work independently of the first organisation.

A request does not automatically suspend existing advice or reintegration arrangements.

What can you request a second opinion about?

A second opinion is appropriate for doubts about occupational physician advice on health in relation to work. It may concern duties you can perform while ill, but also a possible occupational illness or preventive advice. A dispute over dismissal compensation does not belong here. Write down the unclear part, information that may be missing and what useful clarification would look like. This prevents the application becoming mainly a repetition of a broader employment dispute.

Discuss the request with your own occupational physician

Present your question and ask about the procedure. The occupational physician should generally accept a request unless there are compelling reasons, which must be given in writing. If refused, ask for the reasons and the route available for discussion or complaint. An employer’s simple wish to close a case quickly does not substantively answer your medical concern. Keep correspondence factual and retain both your request and the response.

Which other occupational physician can you choose?

The basic contract between employer and occupational health service should provide for a second opinion. The second physician must work at a different occupational health service, undertaking or institution from the first. Ask which options the basic contract includes and how the choice is made. If you want someone outside the contracted route, discuss permission and costs beforehand. Instructing an arbitrary expert yourself is not automatically the same statutory procedure and does not automatically entitle you to reimbursement by the employer.

Prepare the question and relevant information

Bring the original advice, task description and specific objections. Describe what has changed since the first appointment. Ask which medical data are needed and how they will be transferred securely. A list of daily tasks and demanding periods may clarify the work context. Distinguish a factual error, missing information and a difference in professional judgement. The second physician can advise more precisely if it is clear whether, for example, the number of hours or the nature of the work offered is disputed.

Pay attention to consent and reporting

The second physician discusses the advice with you. Your consent matters when it is forwarded to the first physician. Ask exactly what will be sent and how the first physician will explain what happens with it. The employer does not need your entire medical file for this. Keep work-related reports separate from medical information. A second opinion does not automatically replace the first occupational physician. Clearly agree ongoing guidance and any changes to the advice. After receiving the advice, record the original question, the second opinion and the first doctor’s response. Ask which task, hours progression or preventive measure changes, and from when. This makes it possible to check whether the concern was answered, even if both doctors agree.

What do you do during the procedure?

Continue following reasonable work and reintegration arrangements within your capacity, and discuss specific objections. The request does not automatically invalidate the existing advice. For urgent problems, ask for interim clarification or adjusted arrangements. If pay measures are imposed, have them assessed legally too; the second opinion is not a payment demand to the employer. Record the appointment date and what is expected meanwhile, so waiting is not interpreted as complete refusal.

When are UWV or a complaint more appropriate?

An expert opinion may fit a dispute over suitable work or the parties’ reintegration efforts. A complaint may concern accessibility, lack of care or conduct. Routes may run alongside one another, but each has its own purpose. Ask beforehand what result you want and which documents are required. Complaining about an unpleasant meeting does not automatically produce a new medical assessment. Conversely, a second opinion does not automatically determine whether earlier treatment met professional standards.

Example: appropriate hours, unsuitable stimuli

The first physician says you can build up to three hours a day. Your objection is not to the three hours themselves but to the proposed work in a noisy room. Describe noise, interruptions and recovery periods and ask what advice suits those conditions. A second physician can assess this concrete work question. Then discuss adjustments to the schedule and workplace. A useful second opinion is translated into workable conditions, rather than merely a second number for the same unclear plan.

Formulate the medical work-related question you want assessed.

Ask for the procedure, options and any refusal in writing.

Discuss data transfer, consent and costs beforehand.

Record next steps and arrangements during the wait.

Can my employer request this second opinion?

The statutory second opinion described here is an employee right. Employer and employee can each request a UWV expert opinion within its conditions.

Must I officially be on sick leave first?

Not necessarily. Preventive occupational health advice can also give rise to doubts. Discuss your specific question with the occupational physician.

Is the second opinion binding?

No. The first physician must explain how the advice informs their own assessment; the procedure does not automatically replace ongoing guidance.

Do I have to pay?

Within the arranged second-opinion procedure, costs are generally borne by the employer. Discuss permission and reimbursement beforehand if you want an option outside the contracted arrangements.

Sources and editorial notes
Sources current as of: October 17, 2026
1. Arboportaal: occupational physician second opinions
Publisher: Arboportaal · Ministerie van SZW
https://www.arboportaal.nl/onderwerpen/ondersteuning-bij-arbowet/bedrijfsarts/second-opinion
2. Arboportaal: second opinion or UWV expert opinion
Publisher: Arboportaal · Ministerie van SZW
https://www.arboportaal.nl/onderwerpen/verschil-second-opinion-en-deskundigenoordeel
3. Arboportaal: basic occupational health service contract
Publisher: Arboportaal · Ministerie van SZW
https://www.arboportaal.nl/documenten/vraag-en-antwoord/basiscontract/wat-is-het-basiscontract
4. Arboportaal: occupational physician second opinion factsheet
Publisher: Arboportaal · Ministerie van SZW
https://www.arboportaal.nl/documenten/2018/01/17/factsheet-second-opinion
The source publications are in Dutch. All language editions cover Dutch law.