Health and Disabilities in the Workplace: Part Three
In a recent study, it was reported that ‘two out of three employees saw their absence levels fall’ by applying a return to work interview.
It is good practice to arrange a communication with an employee returning from sickness absence. Where the absence has been one or two days, it is advisable for the line manager to meet with the employee to check that they are fit to return to work. This communication can also include a work related conversation to summarise any work that the employee missed while absent.
Where the sickness absence has been for a longer period of time, then a more formal ‘return to work’ interview is recommended. The purpose of this meeting is to ensure a smooth integration for the employee returning to work. This process will help the employee to return into their role, and to discuss any health related issues that may impact them at work. The interview may include guidance from a medical professional, this can be clarified either prior to the return or during this process.
The value and benefits of the return to work interview:
- Allows the employer to assess fitness to work
- Enables the employee to raise any questions / concerns / support needed – gives peace of mind that their health and wellbeing is important
- Identifies any work challenges due to the employees health
- And, from a compliance perspective identifies whether there is a disability, and a health and safety matter to be picked up.
Return to work interviews are a key process. The purpose of this meeting is to discuss the employees absence from work, and assess their fitness to work. It also serves as a mechanism to record absence and to address potential underlying issues e.g where the employee’s frequent absence is impacting absence triggers. It can also identify if the employee needs support due to an ongoing medical condition or a disability.
Where there is a disability then this can be addressed separately, including reaching out for medical guidance on how to manage the medical condition.
The return to work interview
Typically the line manager would hold the return to work interview, and would open up with the following:
- Welcome the employee back into the business
- Summarise the reason for absence, and identify if this was linked with a medical condition e.g. disability, pregnancy
- Confirm the length of absence
- Where the company has an absence trigger then reference this and confirm the effects on absence (where the trigger is discussed then seek advise from HR to avoid any discrimination concerns)
- Check that the employee is fit to return to work, referencing any documentation e.g. fit note, occupational health or medical report. If there are actions from the medical providers e.g. phased return, then discuss these. Where they are reasonable adjustments linked to a disability then this should be discussed before the expected return, to ensure that these have been considered and put in place
- Establish if work may affect the employees recovery
- Assure the employee of confidentiality
- And, provide business updates
As part of the discussions, agree a catch up to see how the employee is settling back into work, this can be mutually agreed during the meeting.
The return to work interview is a key step to engage with the employee, communicate the company’s approach to sickness absence, and to recognise the support that the employee may need to get them back into the workplace.
Nockolds HR can provide further guidance on any of the information provided in this article. To discuss this with our HR Consultants reach out to us for a free telephone assessment on 0345 646 0406 or fill in our online enquiry form and we will be in touch.