Return to Work Strategies: Best Practices
- Dr Lara Shemtob
- Apr 7
- 3 min read
There are many reasons why someone might take a period of absence from work. These include ill health, statutory leave, and planned career breaks. Regardless of the reason, managing the return to work effectively is crucial for both the returning employee and the organisation.
Why return to work meetings matter
Return to work meetings provide an opportunity for organisation and individual to communicate. This helps to:
Understand the reason for absence.
Assess if the employee's health or functional capacity has changed during their absence.
Identify any workplace changes that may affect the employee’s return.
These meetings act as a reassessment point for both the organisation and the employee — a time to gather information, reflect on what has changed, and plan for any adjustments needed.
When should a return to work meeting take place?
There are no rigid rules on when a return to work meeting may or may not be necessary. Some guiding questions that can be helpful in determining when a return to work meeting is of value include:
Is the cause of absence clear?
E.g. could multiple episodes of short term sickness absence relate to a unifying underlying issue that could benefit from additional support?
Is there a work related cause of absence?
Ruling this out is a priority, as if a work-related factor exists it must be addressed for return to work to be sustainable.
Has the workplace changed during the period of absence?
Organisational changes — such as a new manager, departmental restructuring, or technological upgrades — can affect the returning employee's role and expectations.
Has the individual’s function changed during the period of absence?
This can be difficult to elucidate from a high level email exchange, so if in any doubt, it can be useful to suggest meeting as a supportive next step.
Is a return to work meeting relevant for non-sickness absences?
Yes, even when the absence is not health-related, a return to work meeting can be valuable. Two key considerations are:
Managing risk of change: Returning employees may face workplace changes that could be a source of work-related stress.
Health and function reassessment: Significant life events, which can be related to other types of leave, such as parental leave, can affect physical and mental health.
What can I ask in a return to work meeting?
As an employer, HR rep or manager, your employee’s right to confidentiality around any health issues and changes is paramount. One way of managing this while maintaining open lines of communication is offering third party health support and assessment via occupational health where health is a contributing factor. This hands the confidential conversation over to a clinically trained professional who will work through the health issues the returning employee is facing, and work with them on a plan of communication back of what is necessary and useful to share with you as an employee
Why is return to work so important to get right?
Generally, both employee and employer want return to work to be successful. If it isn’t, further absence and decreased productivity are likely, and this is harmful for the individual and the organisation.
Even when someone has stepped out of the workforce for a planned and positive reason, such as a sabbatical, it is normal to experience some feelings of anxiety on return to work. The aim of employers supporting an individual through change this is to manage and address any issues before they escalate and have a pervasive impact on mental state and performance
Where the worker’s health, function or the workplace landscape around them has changed they may be adjusting to a new workplace environment and new workplace expectations. Planning ahead for this enables organisations to put support in place to help the individual and the organisation adjust through the return to work process. The type and level of support should always be tailored to need.
By holding return to work meetings before the employee's first day back, organisations can set the tone for open communication and collaborative problem-solving. This not only supports the employee but helps the organisation retain talent, maintain productivity, and promote a healthy work culture.
Comments