Get a clear medical picture first
Before someone returns, you need to understand what they can and can't do. A return-to-work conversation, and where appropriate an occupational health opinion, tells you what support or adjustments are needed rather than you guessing.
Assume the underlying condition may count as a disability until you know otherwise. That changes your obligations, and getting it wrong is where a well-meaning employer can end up facing a discrimination claim.
Get a clear, up-to-date medical picture before the return date, not after.
Consider reasonable adjustments and a phased return
A phased return, reduced hours building back up, or adjustments to duties can make the difference between a return that sticks and one that fails within a fortnight. Consider what is reasonable for your business and the person.
Talk it through with the employee rather than imposing a plan. People are far more likely to return well when they have been part of shaping how it works.
Agree any adjustments or phased return with the employee before day one, and write them down.
Keep supporting, and keep it under review
A return to work is a process, not a single day. Check in regularly in the early weeks, see how the adjustments are working, and be ready to flex if something isn't right.
Keep a record of the conversations and decisions. If the return doesn't work out despite genuine support, that record shows you acted fairly and reasonably throughout.
Schedule early check-ins and keep the arrangements under review, adjusting where needed.
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Key takeaways
- Get a clear medical picture before the return, and assume disability law may apply.
- Consider a phased return and reasonable adjustments, agreed with the employee.
- Treat the return as a process with regular check-ins, not a single day.
- Keep a record throughout. Unsure how to handle a return? Take the free Situation Check.
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