Return-to-Works
A return-to-work interview is a meeting that is held with an employee after a period of absence. The primary purpose of a return-to-work interview is to welcome the employee back, discuss the reasons for their absence and confirm that they are fit to attend work.
There are several reasons why employers shy away from conducting return to work interviews. It may be that you are unsure how to go about it, or assume that it needs to be a lengthy, formal procedure. This can be off-putting, especially for managers with busy schedules and it can be tempting to let the employee get back to work without putting a meeting in place.
Why are Return-to-Works crucial?
Return-to-work meetings don’t have to be lengthy and formal as many people often think, they can be as straightforward as a short discussion between the employee and their manager. In fact, there are several benefits to holding a return-to-work meeting, including the following:
- Build a stronger working relationship with employee’s – Showing compassion towards your employee’s can help to build trust and a better working relationship which is ideal in any workplace.
- Uncover issues and find potential solutions – Holding the return-to-work discussion could lead to uncovering issues as to why the employee is taking time off, such as workplace bullying, which can then be dealt with accordingly subsequently reducing the employee’s absence whilst also looking after their wellbeing.
- Monitoring absences and spotting trends – By recording absences within these meetings you may be able to spot patterns, for example, if an employee is often calling in sick on Fridays. This could then require further investigation.
- Deter employees from pulling ‘sickies’ – If an employee is pulling ‘sickies’ then return-to-work interviews may act as a deterrent as it shows the employee that you are monitoring their absences so they may be worried about the possibility disciplinary action and stop.
- Identify reasonable adjustments – If an employee is suffering from a long-term health issue which could be considered a disability, there is an obligation on the employers to consider making reasonable adjustments to the employee’s role or workplace. Conducting a return-to-work meeting gives you the opportunity to explore what steps can be taken to assist them for example, referring them to OH, ordering them some special equipment, etc.
If you currently benefit from SAM, the system notifies the line manager when an employee has returned to work. The line manager can then complete the Return-to-Work due within the portal and send the form, via the portal, to the employee to approve. It all maintains a consistent approach and a record of activity and support provided in one place for future reference.
SAM also has automated links with school data systems and notifies you when an employee hits a trigger so you can immediately take action. The level of reporting provided gives you all the information you need for discussions in a Return-to-Work Meeting. If you are a client and are unsure on how to extract any reports, just get in touch by calling 01924 907319. If you are not a client of SAM but would like to know more about SAM or SAMpeople, our holistic HR system, please contact us. You can register for one of our upcoming demos or call 01924 907319 to arrange a quick tour.
