This form should be used when an agent returns from a period of absence over 5 working days.
A manager’s guide to return-to-work interviews
Return-to-work interviews are an effective tool for managing sickness absence.
Frank and informal, these meetings aim to welcome employees back to the workplace, with due regard to any issues still relevant to the employee’s wellbeing and their ability to effectively carry out their responsibilities.
A return to work interview is useful for;
• Helping to identify underlying causes of absence.
• Demonstrating to employees the impact of their absence on the business.
• Communicating to employees how you monitor absence.
As a manager, you should have reviewed the employee’s sickness absence record, current GP Fit notes and/or a summary of any medical advice prior to conducting a return-to-work interview. And remember, any information you record during a return to work interview falls under “sensitive” data, in line with data protection law.
Welcome
• Explain that the purpose of the return-to-work interview is to monitor absences so that problems can be identified and support offered where appropriate.
• Remember this is not a disciplinary meeting. Avoid a disciplinary tone.
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Title Page
Conducted on
Prepared by
Danny
Lisa
Marie
Sam
Sikander
Louise
Agent (format e.g. Jane Doe)
Dates of absence (from)
Date of absence (to)
Checklist
Confirm the reported reason and the type of absence was correct.
Did you seek medical attention from a GP/Doctor/Nurse?
Were you prescribed any medication we need to be aware of?
Is the agent fit to return to work? (Full hours)
Does the agent need a phased return to work?
Is there anything the TT2 Ltd. can do to support you?
If over 7 days has a doctors note been supplied? If not can that be obtained?
Does this absence affect the agents attendance record? i.e number of sick days in the last year? 8 days in any rolling 12 month period. 3 or more days in 3 months. 3 or more separate absences in 6 months. Patterns of absence (i.e recurring recognizable patterns).
Did the agent follow the absence reporting process?
Did the sickness relate to a disability?
Do you feel the sickness/ absence related to a accident at work. (report to Safety and Assurance Manager)
Signpost the agent to the sickness and absence policy on the intranet.
Have agreed actions/timescales been completed?
Has the staff member been made aware of any changes since their absence.
Sign Off
Agent
Team Leader
Has the form been sent to HR to log on file?
Agnes Schooling
Return to Work Form
This form should be used when an agent returns from a period of absence over 5 working days.
A manager’s guide to return-to-work interviews
Return-to-work interviews are an effective tool for managing sickness absence.
Frank and informal, these meetings aim to welcome employees back to the workplace, with due regard to any issues still relevant to the employee’s wellbeing and their ability to effectively carry out their responsibilities.
A return to work interview is useful for;
• Helping to identify underlying causes of absence.
• Demonstrating to employees the impact of their absence on the business.
• Communicating to employees how you monitor absence.
As a manager, you should have reviewed the employee’s sickness absence record, current GP Fit notes and/or a summary of any medical advice prior to conducting a return-to-work interview. And remember, any information you record during a return to work interview falls under “sensitive” data, in line with data protection law.
Welcome
• Explain that the purpose of the return-to-work interview is to monitor absences so that problems can be identified and support offered where appropriate.
• Remember this is not a disciplinary meeting. Avoid a disciplinary tone.
The templates available in our Public Library have been created by our customers and employees to help get you started using SafetyCulture's solutions.
The templates are intended to be used as hypothetical examples only and should not be used as a substitute for professional advice.
You should seek your own professional advice to determine if the use of a template is permissible in your workplace or jurisdiction.
You should independently determine whether the template is suitable for your circumstances.
