Returning to work

Whether your employee has been away on sabbatical, has been taken ill, or has been raising a newborn, it will take time for them to readjust and settle into the right frame of mind.

Your process for handling their return can make a huge difference to this readjustment. Procedures you put in place can help make sure employees are working productively as quickly as possible, but also feel well supported.

When an employee is due to return

Line managers should acknowledge and discuss any employee absence, regardless of duration and whether paid or unpaid.

This may only be a brief conversation with no formal outcomes or changes to working conditions — for example, after a week’s holiday. Other types of absence may need greater attention, including long-term illness (physical or mental), disability and maternity leave.

In all cases, you can proactively ensure a smooth return to work by:

• Helping to make the employee feel valued and important

• Supporting business continuity

• Reducing any burden on your absent employee’s colleagues

Your return-to-work policy

While there isn't a blanket "return to work" legal requirement in Australia, in certain regions employers are legally obligated to establish a return-to-work program for employees who experience a work-related injury or illness. This means they must facilitate a process for the employee to return to work when medically able including consulting with the employee, their doctor, and potentially a rehabilitation provider to develop a suitable plan. 

What to include in your return-to-work policy

When writing a return-to-work policy, you may wish to answer questions such as:

• What time off will you provide to attend medical appointments?

• Are any physical workplace adjustments needed to support a returning employee’s new requirements?

• What will be expected of line managers upon an employee’s return?

• Can you provide sources of additional support such as counselling, training or links to charities or advisory bodies?

• How will changes in expectations be managed and recorded?

Your policy should focus on ways to retain and support employees after absence. If applicable, you might wish to discuss your draft policy with a trade union representative.

It’s also helpful to consider how your return-to-work policy corresponds to other policies covering health and safety, personnel and equality issues.

Conducting a return-to-work interview

The questions above may also be covered in a return-to-work interview. This is usually held on the first day back and is an opportunity to welcome an employee and discuss plans to support their return.

Their line manager should be prepared to discuss the reasons for the absence along with any ongoing needs and how they will impact attendance. They should also bring the employee up to date with relevant work issues.

The employee might wish to highlight concerns or changes that affect their work. The line manager should be receptive to these concerns and encourage a positive, two-way discussion.

After the interview, it’s a good idea to make a formal record of the discussion. This can ensure that actions are carried out, and can be a useful reference at future reviews.

How BrightHR can help

For more information on employees returning to work and round-the-clock advice, meet BrightAdvice – the confidential HR advice line that’s always there when you have a question.

Book a free demo or call 1 300 029 198 today!