A Phased Return to Work Plan Example
Although complex, a well managed- and whenever possible early – return to work will benefit both the employer and the employee, reducing both the costs and the risk for the absence becoming long-term (defined as an absence period of longer than one month).
We are including a phased return to work example that depicts how a phased return to work schedule can be enacted.
Download a phased return to work plan example
Safeguarding Mental Health: Phased Return to Work after Stress
In recent years it has become increasingly clear that stress is a major contributor to employee absence. As such, mental health has become one of the issues that employers cannot ignore in order to ensure a healthy work-environment and high-performance business.
At any one time, one in five working people will have a mental health difficulty, as highlighted by the chief executive for the British Centre for Mental Health, Sarah Hughes: “Many will never get any help. Some end up losing their jobs while for others being at work is an important part of recovering from a mental health problem.”
A phased return to work after stress could prevent your relapse and help deal with stress triggers. A wellness action plan could be drafted as part of your phased return to work after stress and would ensure that the administrative burden does not become a cause of stress in itself.
Checklist for what to consider when dealing with a case of phased return to work after stress:
- Finding the stress triggers and ways to avoid them
- Easing deadlines so as to release the pressure
- Team-building activities, for a seamless team reintegration
We have drafted an example for a phased return to work after stress to inspire you:
Return to work interview to investigate the stressors and modalities to deal with/ avoid them.
Preboarding. Online contact with team and new peers. Have lunch with the team.
Having the first day back at the office and evaluating the set-up and supplementary needs. Sharing the work plan for the first two weeks with specific tasks and schedules.
Become re-accustomed to the workflow. Start taking on lighter duties. Participate in team building social activities.
Start taking on heavier responsibilities and review the ongoing process. Is additional support required?
Reboarding interview evaluation and consider being back to one of the phases above.
During the entire phased return to work, keep doing evaluation of the process, finding out how you are doing and adjusting from any lessons learned.