Sickness absence management 

Meet with the employee ahead of their return to address concerns and agree on a phased return if needed. 

Provide clear information about the return-to-work process and what to expect. Make them aware of the available support and resources.  

Modify duties, working hours or the workspace based on medical recommendations (usually highlighted in an employee’s fit note). 

The Health Adjustment Passport form  can also be used to identify what support and changes may be needed when in work or moving into work. 

If you need financial support to make workplace adjustments, you may be able to get a grant from the government-funded Access to Work programme. 

Allow enough time for both parties to prepare and implement the adjustments. 

Develop a detailed, flexible phased return-to-work plan for employees returning from a long-term absence. Gradually increase workload and responsibilities to ease the transition. 

Regularly review and adjust the phased return plan based on the employee’s feedback and progress.  

It’s important to reduce any anxiety and build confidence in employees returning to work: 

• Offer reassurance and support through regular check-ins and open lines of communication 

• Encourage employees to voice any concerns at any time and work together to find solutions 

Schedule regular follow-up meetings to review the employee’s progress and address any new or ongoing concerns. 

Maintain a supportive work environment that promotes the wellbeing and productivity of returning employees. 

Monitor the effectiveness of the adjustments and making changes as required.