Definition
A conversation between a manager and an employee returning from a period of absence, designed to welcome them back, check on their wellbeing, discuss any support needed, and update them on what they missed. It is a key part of effective absence management.
UK Context
Return-to-work interviews are not a legal requirement but are strongly recommended by ACAS and the CIPD as best practice for managing absence. They help identify whether the absence is work-related, whether reasonable adjustments are needed, and whether a referral to occupational health would be beneficial.
Best Practices
- Conduct a return-to-work interview after every absence, regardless of length, to apply the policy consistently
- Keep the conversation supportive and non-judgmental, focusing on wellbeing and any adjustments needed
- Record the key points of the discussion and any actions agreed, and file them confidentially
Frequently Asked Questions
Should return-to-work interviews be done for every absence?
Best practice is yes, even for single-day absences. Consistent application ensures fairness and demonstrates the employer takes attendance seriously. The conversation can be brief for short absences but should always include a wellbeing check.
Who should conduct the return-to-work interview?
The employee's direct line manager should normally conduct the interview as they are best placed to discuss the role, workload, and any adjustments. HR may be involved for longer absences or where the absence relates to a workplace issue.