returning to work
taking the stress out of returning to work
Putting in place policies and procedures to manage a return to work need not be difficult. There is already an
established body of good practice that can be built upon.
The following six point plan can help effectively record absence and manage a return to work:
Record sickness absence
Keep in contact – without contact, those who are absent may feel increasingly out of touch with the workplace and undervalued
Plan and undertake workplace adjustments
Offer professional treatment advice
Agree and review a return to work
Co-ordinate the return to work process
If you become aware that an employee is suffering from a stress-related illness, it is important to make contact as soon as you can – if possible, within a week. Use discretion until the longer-term prognosis is known.
Open and constructive discussion between all parties is essential for the successful management of a stress-related absence and return to work.
Although employers are under no legal obligations to provide a return to work policy, it is good practice to set out expectations, roles and procedures so that everyone is clear about who is responsible for taking action and what they should be doing.
Committing resources to prevent people being made ill by work, or being absent from the workplace for health reasons, and placing an emphasis on rehabilitation and getting people back to work can benefit both the employer and the employee.
source www.hse.gov.uk and HealthSure
