To address any ongoing concerns<\/strong> \u2013 if your employee is likely to have future absences, then you might be able to support them effectively with flexible working options to ensure they\u2019re having all their needs met and stand a better chance of recovery<\/li>\n<\/ol>\n\u00a0<\/p>\n
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Benefits To The Employer Of A Return To Work Interview<\/h2>\n
As an employer, you\u2019re probably wondering what conducting a return to work interview can do for you. Well, there are a few key benefits.<\/p>\n
First, it protects your business from false sickness absence. It is statistically proven that staff members are far less likely to take unnecessary sick days when a return to work after sickness interview is conducted upon their return.<\/p>\n
Another benefit is employee productivity. By taking the time to carry out a return to work meeting, your employee often feels welcomed back and supported and you\u2019ll be able to pass on key handover information during the meeting to ensure they are ready to dive back in to their role.<\/p>\n
It also protects your employee and shows that you\u2019re living up to your duty of care. It\u2019s always good to look for ways to support your employee during a return to work and to see if any reasonable adjustments can be made to better improve attendance during their phased return. Making reasonable adjustments is your duty to ensure your employee can maintain productivity. A note from your employee\u2019s doctor or medical statement could help you determine which adjustments are necessary here.<\/p>\n
Finally, it\u2019s also a great way to ensure no absence is missed so you can keep an accurate absence record for all of your employees. Employees with frequent absence trends may have issues at home, for example. By keeping accurate records this can be raised and proper support put in place. And, if necessary down the line, can serve as evidence during a disciplinary process.<\/p>\n
Benefits To Employee Of A Return To Work Interview<\/h2>\n
Of course, your employees will benefit from a return to work interview too, so let\u2019s explore some of those benefits below.<\/p>\n
The whole point of a return to work interview is to support your employees, not condemn them. It shows them that their work is appreciated and their presence is an integral part of the working day, helping them feel more valued.<\/p>\n
It also helps them feel ready to return to their team. Things may have changed during their absence, so keeping them up to date during an official handover at a return to work meeting can make them feel more ready to return to work too.<\/p>\n
Finally, employees benefit from a return to work interview because they get the opportunity to raise any concerns they may have. They may be battling a long term condition and so may have some ideas about how you, as their employer, can make things easier for them to ensure they can complete their job to the best of their ability.<\/p>\n
Do You Need A Return To Work Policy?<\/h2>\n
Having a return to work policy in your company policy handbook is certainly best practice \u2013 even if not legally required. Here you can standardise the process across all staff members and ensure that every employee is treated in a consistent and fair way upon their return to work.<\/p>\n
Most businesses have a form or questionnaire to be filled in during this interview, which can help keep all questions from line managers and HR representatives on track. Ensuring return to work interviews follow the same format for all employees means they have the same opportunities to make requests and raise any concerns, too.<\/p>\n
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When To Conduct A Return To Work Interview<\/h2>\n
You don\u2019t have to conduct a return to work interview which means there\u2019s no set time you have to do so either. With that said, it\u2019s usually best to include in your policy a timeframe in which a return to work interview is likely to take place so your employee can be prepared appropriately for their return.<\/p>\n
Reasons for a return to work interview can be varied also:<\/p>\n
\n- Following longer sickness absence (most common)<\/li>\n
- After a single day of sick leave<\/li>\n
- At the end of maternity leave or paternity leave<\/li>\n<\/ul>\n
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Make sure the reasons an employee may be called to a return to work meeting is set out in the employee handbook so they know what to expect. It\u2019s also a good idea to include a realistic timeframe. Typically a return to work interview will be carried out within a few hours of your employees return. That way, if they have any concerns about whether they\u2019re truly fit to return to work this can be raised quickly.<\/p>\n
Questions To Ask At A Return To Work Interview<\/h2>\n
Since the return to work interview isn\u2019t standardised, we thought we\u2019d provide you with some examples of good questions that other businesses typically choose to ask during this meeting.<\/p>\n
Examples of effective questions to ask during the return to work interview could include:<\/p>\n