A return to work interview is put in place when an employee has been off sick or absent from work for a specific period of time. The purpose of these interviews is to discuss any absences or issues that are on record, as well as assessing if the member of staff is ready and fit to come back to work. As everything will be put in writing, this is a good way to keep track of any issues. It will be easier for management to determine what information needs to be assessed and what needs to be dealt with.
So, although it’s not mandatory for businesses to have these interviews in place, it would clearly benefit them to do so. Please see other benefits below:
· Deterring dishonesty by conducting face-to-face interviews.
· Reducing unexplained absences.
· Supporting employees and planning for reasonable adjustments.
· Transitioning employees back into work.
· Assessing risks around the work environment.
It can be nerve-wracking for an employee to come back to work after having time off, especially if they have been dishonest about why they were absent. Although a return to work interview is completely informal, it’s a good opportunity to spot any inconsistencies or unusual behaviour from the employee, as they are not put in place to catch people out. If they are absent for reasons such as illness or “workplace tension” such as bullying, this should also be discussed openly. Having a return to work interview is a great way to offer one to one support, but they are also a good way to get the employee up to date with anything that has happened in their absence. By making sure the employee is aware of any changes or upcoming deadlines, this will take the pressure off and allow them to prepare for that.
Not only is it important to listen to the employee, but you need to be prepared to give solutions. By asking questions that are open-ended, it will show the employee that you want to engage with them. Having a conversation should make them feel like they can be honest with you, if they know you respect them and genuinely want to help, this could help reduce any future absences.
These interviews will also allow you to accommodate different types of absences, for example, if one of your employees is off work due to a disability. People with disabilities may need extra time off to go to medical appointments, these days shouldn’t be counted as sick days so a return to work interview wouldn’t be appropriate. You should have an agreement within the employees’ contract to have adjustments to accommodate their disability. However having a one to one meeting would still be beneficial, in case there are any problems.
If an employee needs support transitioning back into work, as a business you need to accommodate that and come up with a workable solution for both parties.
Finally, end the interview by asking the employee if they have any questions about what has been discussed. Although in most cases there will be procedures you have to follow when doing a return to work interview, it is important the employee feels as though they can be honest. They need to feel comfortable that any issues will be professionally dealt with, so they don’t have to feel uncomfortable when they go back to work.