Definition
The structured process of supporting an employee back into the workplace after a prolonged period of absence, typically due to illness, injury, or maternity leave. A well-managed return-to-work process helps the employee reintegrate and reduces the risk of relapse or further absence.
UK Context
Under the Equality Act 2010, employers must make reasonable adjustments for employees returning after disability-related absence, which may include phased returns, adjusted duties, or modified working hours. Occupational health referrals can provide expert guidance on return-to-work plans. Fit notes from GPs may specify adjustments that would enable the employee to return before they are fully recovered.
Best Practices
- Plan the return well in advance with input from the employee, their manager, and occupational health where appropriate
- Consider phased returns with gradually increasing hours or duties
- Hold regular review meetings during the return period to check progress and adjust the plan as needed
Frequently Asked Questions
What is a phased return to work?
A phased return involves the employee gradually increasing their working hours or responsibilities over a defined period, typically two to six weeks. This allows recovery to continue while the employee reintegrates. The specific plan should be agreed between the employee, their manager, and occupational health.
Must employers pay full pay during a phased return?
This depends on the employment contract and any applicable sick pay scheme. Some employers pay full pay during phased returns; others pay only for hours worked. If the employee is still medically unfit for full duties, SSP or company sick pay may apply to the non-worked hours. Reasonable adjustments under the Equality Act should be considered.