Returning to work after an absence, whether due to sickness, maternity leave, or a career break, often involves a back to work interview. This meeting is a crucial step in ensuring a smooth transition for both employees and employers. In the UK, while not legally mandated, conducting a return to work interview is considered best practice and offers numerous benefits.
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Jump to:
- Understanding the return to work interview
- Benefits of return to work interviews
- Preparing for the back to work interview
- Key questions to ask
- Utilising return to work interview templates
- Employee rights during the interview
- Conducting the interview after different types of absence
- Best practices for employers
- Conclusion
Understanding the return to work interview
A return to work interview is a discussion between an employer and an employee following the employee’s absence. Its primary purposes include:
Welcoming the employee back:
Reinforcing their value to the team.
Understanding the reason for absence:
Gaining insight into any underlying issues.
Identifying support needs:
Discussing any adjustments or assistance required to facilitate a successful return.
Benefits of return to work interviews
Conducting these interviews can lead to:
Preparing for the back to work interview
For a successful interview:
- Schedule promptly: Arrange the meeting as soon as the employee returns to work.
- Choose a private setting: Ensure confidentiality to make the employee comfortable.
- Review the employee’s absence record: Familiarise yourself with the details to inform the discussion.
Key questions to ask
During the interview, consider the following questions:
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Let's chat!Utilising return to work interview templates
Do the following to ensure consistency and comprehensiveness.
The Advisory, Conciliation and Arbitration Service (Acas) offers a return to work meeting template that can be tailored to your needs.
Use standardised forms:
Templates help in covering all necessary topics and maintaining records.
Customise as needed:
Adapt templates to fit specific circumstances or organisational policies.
Employee rights during the interview
Employees should be aware that:
Participation is beneficial:
While not legally required, engaging in the interview can facilitate a smoother return.
Confidentiality is paramount:
Personal information shared should be handled sensitively.
Reasonable adjustments can be requested:
Especially if the absence was due to a disability or health condition.
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Learn moreConducting the interview after different types of absence
Best practices for employers
To maximise the effectiveness of return to work interviews:
- Be empathetic and supportive: Show understanding and willingness to assist.
- Maintain clear documentation: Keep records of the discussion and agreed actions.
- Follow up: Check in with the employee after the interview to ensure ongoing support.
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Conclusion
Return to work interviews are a vital tool in promoting employee well-being and maintaining a productive workplace. By preparing effectively and conducting these meetings with empathy and professionalism, employers can support their staff’s successful reintegration into the workplace.
For more detailed guidance, refer to Acas’s resources on returning to work after absence.
Note: This article is based on UK practices and guidelines.
Want to offer more support for your returning employees?
Book a consultancy call with ivee co-founder, Lydia:
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