When an employee has been off work with long-term sickness it’s sometimes beneficial for them to make a gradual, phased return to work instead of jumping straight back in with their full contractual hours and duties.
A phased return to work might involve:
The purpose of a phased return to work is to help make the transition from absence to normal working as easy as possible.
Individuals who have been absent from work long-term could be experiencing, or recovering from, a serious health condition. It’s important that you do what you can to make their return to work as straightforward as possible.
Remember that a phased return means increasing hours and demands gradually. Be sure to plan the phased return over a defined period and aim to be back up to full hours and duties by the end of it.
The recommendation to adopt a phased return to work will often come from the employee’s GP or an occupational health professional. This can be in the form of a ‘fit note’, which is likely to define the period of phased return. It might also detail any adjustments that need to be made to facilitate the employee’s return to work.
If you’re unable to provide the adjustments detailed, then the employee would remain off sick and retain their entitlement to sick pay. Remember that if your employee has a disability, you’ll be obliged to explore and implement reasonable adjustments.
In the absence of a fit note, it’s still sensible to discuss a phased return with any employee who has had a significant period of time off due to illness.
The phased return to work must be agreed upon by both employee and employer, to ensure both parties are happy with the arrangement.
A phased return to work might last for a week or two, or up to several months. Your employee’s GP will often indicate what period of time will be appropriate.
Within this time frame, you should devise a plan for the employee’s hours and demands to increase gradually, so that they’re back to full hours and duty by the end of the time period.
A phased return to work is mutually beneficial for the employer and employee.
Here are some advantages of a phased return to work:
As the UK economy lost almost £92 billion in 2019 (£91.9 billion) as a result of ill-health related absence and presenteeism in the workplace, it follows that the earlier your employee returns to work, the less their absence will cost your business in sick pay and potentially cover staff.
If your employee’s return to work is gradual there’s an increased likelihood they’ll make a sustained return. It’s not in the interests of either the employee or the employer to have them return to work only to feel overwhelmed and go off sick again.
Showing that you’re paying attention to your employee’s needs, and doing all you can to support them, will make them feel valued and listened to. This will show both them, and the wider team, that your company culture is one of help and support, which can lead to a boost in morale and overall productivity.
It’s sensible to agree a phased return plan before the employee comes back to work so that everyone is clear what to expect. This will also minimise any anxiety associated with the return to work.
It’s really important to be clear with the employee about the effect a phased return will have on their pay. This will depend on their contract of employment.
If they have company sick pay, this can be used to “top up” pay on days not worked. If they are on Statutory Sick Pay (SSP) and you structure the phased return appropriately, they may be able to claim a proportion of SSP for the days not worked. However, it’s very possible that the employee won’t be paid for the days not worked. This needs to be made really clear to avoid a nasty surprise on payday.
If your employee asks to use their annual leave to top up their salary, you can agree to this, especially if they might otherwise face a situation of hardship.
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