A return to work interview after a period of sickness absence is a vital part of the HR process; often ignored by employers but certainly worth doing.
Whilst it is not a legal requirement to conduct a return to work interview, they do give employers a better understanding from the perspective of tackling the root cause of the absence.
SO WHY CONDUCT THE MEETING?
- Having an absence management process in place can significantly reduce the absence rates in your business
- The meeting may also uncover something about an employee that you were unaware of and which often enables the business to manage the situation and provide the necessary support to the employee
- The law requires employers to consider making reasonable adjustments where an employee may be suffering from a disability
Understanding the medical condition is important in the ‘return to work’ process, particularly in the case of mental health, as it could lead to a claim if you have not considered it as a disability.
The meeting could also uncover issues that might instigate your disciplinary process, if absence continues at a higher than expected rate or if absence reporting has not being followed. The meeting allows for the opportunity to discuss expectations, frequency and trends.
Advantages to holding ‘Return to Work’ interviews include:-
- Lower absence levels
- Day to day operations less impacted by absence
- Reduced stress/workload on employees who are covering
- Reduced sick pay/administration
- Employees feel more able to communicate and be supported by their employer for ongoing absence concerns
WHAT SHOULD COMPANIES DO TO IMPLEMENT A RETURN TO WORK PROCESS?
- Train your line managers to conduct Return to Work interviews following all absences
- Use a Return to Work Form to record the discussions for any future reference
- Review absence policies to ensure they are up to date and relevant.