Keep in regular, supportive contact and get a proper medical view, usually through an occupational health referral, before you make any decisions. Use it to understand the outlook and whether a return is realistic, and think about adjustments, a phased return or a change of duties.
Only when there's genuinely no realistic prospect of a lasting return should you look at a capability process. All the way through, treat the absence as possibly covered by disability law until a medical opinion says otherwise.
Every situation has its own details, and those details change the right answer. For a read on yours, take the free Employee Situation Check or book a call.
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General guidance to help you decide your next step, not legal advice. Employment law changes, so always check the current position for your own situation.
