Supporting Employees Returning to Work After Long-Term Sickness Absence

Research shows that employees are more likely to return to work safely and productively following long-term sickness absence if they are well supported during their absence and on their return.

The latest CIPD report states that everyone has a role to play in the return-to-work journey:

• Returning employees need to prioritise self-care and self-management to sustain their health and work.
• Their colleagues can provide valuable practical and emotional support.
• Line managers can help returning employees access the work adjustments and support that they need to work effectively.
• Employers with compassionate and flexible absence management policies and rehabilitation approaches can help to accommodate individual needs.

Returning to work after long-term illness

For employees recovering from long-term illness or ongoing health conditions, returning to work can be a gradual and sometimes challenging process. Employers should take a supportive and flexible approach to help individuals reintegrate successfully.

To give any return-to-work plan the best chance of success, it is important to work collaboratively with the employee. Try to establish and agree on solutions together. This may include obtaining an occupational health assessment. You may also need to make reasonable adjustments to their working plan or environment — for example, implementing a phased return to work.

Create a returning to work plan

A good five-step plan for supporting employees back into the workplace would be as follows:

1) Communicate effectively while the employee is absent. Agree on how and when this will happen.

2) Prepare for their return — both practically (e.g. environment, workload) and personally (how they are feeling and any personal support they may need).

3) Hold a return-to-work conversation with the employee on their first day back.

4) Provide support during the initial days and check in with them regularly.

5) Offer ongoing support and review regularly. Health conditions and personal circumstances can change over time, so it’s important to maintain an open dialogue.

All conversations and agreed plans should be documented. This helps ensure clarity and provides a record should any disputes arise in the future.

Review your policies

Employers should review their absence management policies and procedures to ensure they reflect modern, compassionate, and flexible workplace cultures.

Employees often experience anxiety about returning to work after an extended period away. Research shows that a supportive absence management policy, access to work adjustments, and empathetic line management can make the difference between a successful return and someone struggling — or even relapsing — shortly after coming back.

The language used in your policies also matters. For example, rather than saying, “Please provide your Fit Note within the next seven days,” you could say, “Please could you provide us with a Fit Note from your GP or health professional so we can process your Statutory Sick Pay.” The latter is more human and transparent, helping employees feel respected and supported.

Train your managers

Policies may require a “return-to-work interview,” but are your managers trained and confident in how to conduct one?

Managers may need guidance on when, where, and how to hold these conversations, and what questions to ask. A BITC survey found that only 8% of managers reported having received training to support return-to-work processes or implement work adjustments — highlighting a significant skills gap.

Providing training can help managers feel equipped to handle these sensitive situations and ensure returning employees receive the right support.