Return to work

The return to work has become a key moment in sickness absence policy. Depending on the circumstances, the length of absence, whether it is part of a pattern of recurring absence or is just a “one-off”, an employer’s approach may vary.

The Fit Note system allows GPs to indicate any adjustments that may be needed when an employee returns to work. Long-term absence policy at Burnley Borough Council says that the employee is no longer required to produce a final medical statement and is able to return to work prior to the end of the Fit Note period if they wish, unless the GP expressly advises they need to see the employee again.

Many employers have now instituted return to work interviews (RTW) with the sick member of staff, whether absence is short-term or long-term. Some interview after every occasion of absence, but others take a more selective approach, depending, for example, on length of absence, frequency of absence or simply management discretion.

The stated purpose of RTW interviews also varies, as does the degree of formality and how soon the interview should take place. It is advisable to ensure that informal interviews like this cannot be the starting point for a disciplinary process.

Sickness absence management policy at Falmouth University says: “On return to work following sickness absence it is good practice for an informal “return to work meeting” to be held with the individual to be assured they are fully recovered, and to discuss any support they may need during their return to work, or to improve their ability to attend work in future.”