Return to Work Meetings
Guidelines for a Return to Work Meeting
- To welcome the employee back to work
- To ensure the employee is fully fit to return to work
- To identify the reason for the absence and confirm the length of absence
- To identify and address any problem (work-related or otherwise) that may be causing or contributing to the absence
- To discuss and/or identify any adjustments to the workplace/hours/duties that may reduce/eliminate absences
- To agree the priorities for the post absence period and to up-date the employee
The meeting must be held in private and must be handled in a sensitive, professional and competent manner.
- Ensure you have the right information available
- Check records for both current and previous absences from LAMS
- Be prepared to discuss any trends or patterns of absence
- Remember THIS IS NOT A DISCIPLINARY HEARING - you are trying to establish facts.
- Approach the meeting with an open mind and no prejudgements.
- The core of this process is to discuss the absence
- Try to determine the cause of the absence
- Listen to what is being said
- Is the cause work related?
- Could adjustments to the workplace/hours/duties reduce/eliminate absences?
- Are there any other problems contributing to the absence
- Place current absence in the context of previous absences
- Be sensitive to employees feelings where personal problems and illnesses are involved
- Where there is conflicting evidence/statements, ask for an explanation
- Discuss the effect of the absence on the employee's work colleagues
- Warn the employee that frequent intermittent absence may trigger the University's associated Absence Management Procedure.
Make a written note of the meeting and place it on the employee's personnel file.