Firstly, when your employee has returned to work following a sickness absence, carry out a return to work interview as soon as possible after the employee’s return from sick leave – ideally on their first day back at work.
Return to work interviews should take place face-to-face, where possible, but they don’t need to be overly formal.
Why carry out Return to Work interviews?
Carrying out a return to work interview can be one of the most effective ways to manage attendance and reduce absence.
Making it clear in your absence and sickness policy that you will carry out return to work interviews, will help to discourage unauthorised and non-genuine sickness absence.
The benefits of carrying our return to work interviews are to:
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welcome employees back and check they are well enough to attend work
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discuss the details of their fit note – and identify any adjustments that may need to be made to duties or hours
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update employees about any changes that have taken place during their absence
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develop, or discuss, the details of an agreed Return to Work Plan
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where there is a case for improved attendance, share with the employee what is expected and the likely consequences if this does not happen
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allow employees to discuss any other issues where they feel they need support
Making the interview as productive and successful as possible:
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make sure that you listen to your employee
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take their concerns on board
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be objective – don’t allow yourself to be influenced by personal emotions or feelings
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ask open-ended questions
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keep a record of your conversation and any actions agreed
For more information or to book an HR consultation please contact Karen Scott on 07762 629 448 or get in touch by clicking here.
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