How to create a return to work programme
- Dr Lara Shemtob
- 7 days ago
- 4 min read
One of the recurring themes in workplace health is how workforce policies impact health, productivity, and retention. Policies provide structure, but flexibility is often what makes the difference between a supportive process and a damaging one. This blog explores how to create a return to work programme that combines clear processes with the adaptability needed to support individual needs.
Key Takeaways
Early conversations are key – Start return to work discussions as soon as possible to reduce anxiety and improve planning.
One size doesn’t fit all – Tailor return to work support based on individual needs, job roles, and absence type.
Occupational health adds clinical insight – Involve OH professionals early to ensure a safe, sustainable return.
Measure and refine – Use data and feedback to evaluate programme effectiveness and support continuous improvement.
Table of Contents
Why invest in a return to work programme?
Return to work is a fork in the road moment for work, health and productivity. Whatever the reason for time away from work, if returning to a high pressure and unsupported workplace, employees can experience work-related stress, which can be a gateway to worsening health. When done well, return to work protects and builds upon human resource, helping the individual go from strength to strength as they resume their career.
Which types of absence should be included in a return to work programme?
Any type of absence with a bearing on work/ health and productivity…which could include any type of absence of any duration!
This is the challenge with targeting return to work support- absences are not always labelled accurately by employee or organisation. Sometimes a brief conversation is the best triage tool for understanding where someone would benefit from return to work support. Cast a wide net initially and then target resource where it’s needed. An early and broad approach to data gathering is a generally useful principle in work and health. It’s a proactive stance that informs some of Insight Workplace Health’s most versatile occupational health products.
Designing a return to work programme
Every organisation will need to tailor its return to work programme based on its workforce and operations. Instead of a rigid framework, here are key questions to guide your design:
When should the programme start?
Start conversations as early as possible once a return to work is on the horizon. Early dialogue maximises preparation time and reduces anxiety. Even if detailed plans aren't needed yet, keeping communication lines open helps employees feel supported and connected.
Who should be Involved?
At a minimum, the employee and their line manager should be involved. Depending on the complexity of the case, others involved may include:
Human Resources
Senior leadership
Occupational health professionals
What should the programme include?
A robust return to work programme should follow these stages:
Data gathering: Understand both the employee’s needs and the organisation’s requirements for the returning employee
Collaborative discussion: Exploration of what might work well and be possible from both employee and employer perspectives
Planning: Agree on the structure of the return, including whether hours, duties or both will be phased in, any temporary adjustments, and support mechanisms.
Check-ins: Regular follow-ups to review progress, troubleshoot issues, and adjust the return to work plan if necessary.
The role of occupational health
Occupational health services bring three critical elements to return to work programmes
Confidential health discussions: A safe and confidential space for employees to talk about their health and how it affects work.
Clinical assessment: Independent, expert evaluation of fitness to work.
Evidence-based advice: Practical recommendations on workplace adjustments and timelines.
If an employee's health or function has changed during their absence, involving occupational health early can help ensure the return is safe and sustainable.
Measuring Success
You won’t know if your return to work programme is effective unless you measure it. While informal feedback is helpful, structured evaluation provides a clearer picture. Consider tracking:
Sickness absence rates following return
Performance metrics
Employee satisfaction surveys
360-degree feedback from managers and peers
By gathering both qualitative and quantitative data, you can continually refine your programme and demonstrate its impact.
A return to work programme isn’t just about bringing people back — it’s about setting them up for long-term success. With the right mix of structure, flexibility, and occupational health expertise, organisations can transform a vulnerable transition into a powerful opportunity for growth and retention.
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Ready to strengthen your return to work approach?
Insight Workplace Health can support you in designing and delivering a tailored programme that promotes wellbeing, productivity, and long-term success.
Contact us here or call us on 01792 321010 to explore how occupational health expertise can help your team return with confidence.
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