Return to work arrangements
If you have been on long-term sickness absence, we would like you to return to your previous post and way of working. However, we recognise that this is not always possible.
We see the value of:
- phasing you back to work
- temporarily adjusting your duties
- temporarily reassigning you to an alternative role
- considering redeployment opportunities
If your manager reassigns you to another role, they will agree a plan and timescale to move you back. They will also consider medical advice as part of the arrangements. Your manager will monitor your progress and take medical advice, where appropriate.
When you return to work, your manager will arrange to reintroduce you back into the workplace. They will ensure that we make arrangements to support you on your return.
These should include any agreed adjustments and, where necessary, completion of risk assessments.
Managers will consider:
- modifying or acquiring equipment
- making adjustments to premises
- assigning to a different place of work
- car parking arrangements
- access and egress routes
- accessibility of toilet and welfare arrangements
- workstation design (for example seating arrangements). It is essential to complete a Workstation Assessment via the SHINE assessment system
- explaining systems which have been introduced during the period of sickness absence, such as new information technology, new evacuation procedures
- inform colleagues and first aiders regarding any action to take in an emergency, for example a Personal Emergency Evacuation Plan (PEEP)
Phased return
Occupational health or your doctor may recommend a phased return to work.
A phased return is usually no more than four weeks. You will remain on full pay but with reduced hours. A phased return aims to help deliver a gradual, successful return to work.
Occupational health may recommend a phased return of more than four weeks. Your manager should consider whether they can accommodate this on full pay. They may ask you to use annual leave, flexi-time, time off in lieu or disability leave, if applicable.
Making workplace adjustments
Occupational health or HR may recommend workplace adjustments to support you in work. These may help to reduce your absences and contribute to you being able to perform your role effectively.
Your manager will also:
- arrange risk assessments including stress risk assessments for mental health related absences, if needed. See example workplace risk assessment form on Lincs2Learn
- decide whether to inform colleagues to help them understand the need for the adjustments. · They will do this without breaking confidentiality and discuss any concerns that colleagues may have
- record any workplace adjustments you have agreed to and how long you expect them to last
- monitor any workplace adjustments to see if they are meeting your needs and ours. Your manager will arrange regular reviews agreed with you in a return-to-work plan
- encourage you to raise any issues related to the workplace adjustments
- ensure you are aware of other interventions that may support you in the workplace
We will try to respond sensitively to the needs of employees who may be:
- at particular risk of stress caused by work and working conditions
- experiencing mental health problems for other reasons
This policy helps us to identify employees who are experiencing stress early. We will offer them support, such as counselling or stress risk assessments. For more information refer to the stress checklist for managers.
Redeployment
Your manager may discuss with you a move to a more suitable role if one is available. They might do this at any point in the return-to-work procedure.
They will seek the appropriate advice and help you to understand the impact of making such a decision.
If you have a disability under the Equality Act 2010, you will have 'at risk' status. This means you will have priority when we consider you for an alternative role with us. We will take a positive approach to redeploy you. A trial period for alternative roles on a four-week basis will be offered where a role has been identified. The trial allows the employee and the new manager to assess whether the job is suitable.
Your manager should be aware of:
- the requirements of the Equality Act 2010
- the need to make reasonable adjustments to assist you to continue in work
We are committed to retaining employees who become disabled. To find out more, read our disability confident scheme.