Phased Return to Work: Guide for Employers

A phased return to work is a planned way for employees to slowly start their jobs again. This often happens after being away because of illness, injury, or other major life events. This method helps employees return to the workplace. It also makes sure their health and wellbeing are a priority.

Structure of a phased return to work

A phased return to work plan typically involves:

1. Reduced hours: Employees start with shorter working hours, gradually increasing over time.
2. Modified duties: Initially, employees may have a lighter workload or different responsibilities.
3. Flexible working patterns: Managers can implement adjustments to start and finish times or offer working from home options.
4. Regular reviews: Employers and employees should frequently assess progress and make necessary adjustments.

A phased return usually lasts between 4 to 6 weeks. The exact time depends on the person’s situation and recovery progress.

Benefits of a phased return to work

For employees:

1. Gradual reintegration: Allows employees to ease back into their role, reducing stress and anxiety.
2. Health and wellbeing: Reduces the risk of relapse or further health issues by providing a supportive transition.
3. Confidence building: Helps employees regain confidence in their abilities over time.
4. Work-life balance: Provides flexibility to manage ongoing health needs or personal responsibilities.

 For Employers:

1. Retention of valuable staff: Increases the likelihood of retaining experienced employees.
2. Cost-effective: Can reduce costs associated with long-term absences, recruitment, and training.
3. Improved morale: Demonstrates a supportive working environment, potentially boosting overall workplace morale.
4. Compliance: Helps meet obligations under the Equality Act 2010 for employees with disabilities.

Implementing a phased return to work

To successfully implement a phased return:

1. Make a clear plan: Create a step-by-step return to work template. This should include the employee’s duties, hours, and any needed accommodations.
2. Communicate effectively: Ensure open dialogue between the employee, line managers, and HR throughout the process.
3. Be flexible: Be prepared to adjust the plan based on the employee’s progress and needs.
4. Provide support: Offer additional support, such as mentoring or extra training, to help the employee readjust.

Pay during a phased return to work

1. Pay arrangements during a phased return can vary.
2. For reduced hours: Employees typically receive their usual rate for hours worked.
3. For non-worked hours, pay can include full pay, company sick pay, or statutory sick pay (SSP). This depends on company policy and agreements.
4. Employers should clearly communicate pay arrangements in writing to avoid misunderstandings.

Legal Considerations

Employers must consider their obligations under the Equality Act 2010, particularly for employees with disabilities. This may include making reasonable adjustments to support their return to work.

Mental Health Considerations

A phased return can be particularly beneficial for employees returning after mental health related absences. It helps people slowly return to work. This reduction in demand helps to lower stress and anxiety that can arise from returning to full-time hours and duties.

Conclusion

A gradual return to work is a good way to help employees. This supports them as they start their duties again after a period of sickness absence or other leave. https://www.acas.org.uk/returning-to-work-after-absence/phased-return-to-work 

By creating a well considered plan, employers can show they value their staff’s wellbeing. This can keep employees and improve overall morale. This method offers a helpful and flexible way for employees to regain their confidence. It allows them to adjust to the work environment at their own pace.

As workplaces continue to evolve, the importance of supportive return-to-work policies becomes increasingly evident. They can do this by allowing employees to return to work in stages. This approach helps create a stronger and more engaged workforce. This workforce will be better prepared to handle the challenges of today’s work environment.  

If you are in a position to make a referral for advice for your employee who is due to return to work, our management referral form will gather the information required to access the support you need.