The return to work interview is one of those meetings that’s all too tempting to skip over.
Chances are you’re more stretched than usual as a result of your employee’s absence and you’re keen for them to get stuck back into their work.
Back to work interviews can bring a lot of benefits, though. We’ll run through them in this post and share some tips on how to get the most out of your interviews.
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A return to work interview is a short, informal meeting held with an employee on their return to work after an absence.
We recommend that they follow a consistent format, with the employee and their manager working through a return to work form together.
Return to work interviews are most valuable if they’re held by an employee’s line manager, and should occur after every absence, regardless of how long the employee was off for or the reason they’ve provided for their absence.
There are three main reasons to hold a back to work interview:
Far from a box-ticking exercise, return to work interviews bring considerable benefits. Perhaps the most important benefit to the organisation is that they should deter any sickness absences that are not genuine and reduce the level of absence overall.
They can also be used to:
Return to work interviews are not a legal requirement, but they are highly recommended due to the benefits they bring.
It’s still important to keep employment law basics in mind when holding return to work interviews, though.
Make sure you treat everyone fairly and equally to protect yourself from potential claims of discrimination or unfair treatment. This means asking everyone the same set of questions, which is where a return to work form comes in handy.
If an employee is rarely off sick and well-trusted, it’s very tempting not to bother with a return to work interview. But if you only hold interviews for certain employees, you run the risk of accusations of bullying and unfair treatment.
You also need to make sure you treat your notes from the meeting as sensitive data and store them in line with GDPR. Storing this information digitally, behind password protection, is the ideal option here. With HR software, like ours, you can complete a return to work form directly on the system, and save it, for easy access, within an employee’s file.
You should try to carry out your return to work interviews as soon as you can after your employee has returned, ideally the first shift back.
Remember, you first want to confirm they’re well enough to be in work, so it’s best to find this out as soon as possible, in case it’s apparent they shouldn’t be at work.
Employers sometimes wonder if there’s a time limit on how long they have to conduct a return to work interview after an employee’s return.
There are no set rules around this, but as previously mentioned, the sooner you can check they’re well enough to be in work the better.
It’s also sensible to try and be as consistent as possible. If you follow up with some people straight away, but leave it days to check in with others, you might appear unfair in your treatment.
The following questions will help you to get the information you need from your employee regarding their absence.
It’s important not to make them feel too pressured to answer these questions to a level of detail that makes them uncomfortable. You want your employee to come out of the interview feeling reassured and supported, not vulnerable and intimidated.
Follow these steps to get the most out of your return to work interviews:
Coming back to work after a long-term sickness, especially if the individual is still compromised by their illness, is challenging and stressful.
They might be feeling less confident in their abilities to carry out their job, or anxious about how they’ll fit back into the organisation, or about any change that might have occurred in their absence. So it’s important you use the return to work interview to help them feel supported and to warmly welcome them back.
It’s likely that you’ll already have had a number of discussions with the employee during the course of their absence, so will already know the answers to the majority of your standard return to work questions.
You should still hold an interview, however, to confirm any details that have been agreed regarding reasonable adjustments, provide the employee with an opportunity to express any concerns and to bring them up to speed on any changes they might need to be aware of.
It’s also a good idea to continue to check in with your employee during their first few weeks back to make sure they feel as though they are coping and that any reasonable adjustments are adequate.
Return to work interviews shouldn’t be overlooked as they serve a range of benefits.
They don’t have to feel too formal, either. So long as you’re consistent, you can approach them as a fairly informal chat, providing your employee with a positive experience of returning to work and helping them to feel valued.
Just don’t forget that the information you’ll be discussing is confidential, and you must take care to securely store your notes from the meeting.