If one of your team is unfortunate enough to be off on long-term sick leave, they will have their own challenges to deal with; but, as you may have experienced firsthand, it can be a very challenging time for the business too. In Australia, an employee is generally considered to be on long-term sick leave if their absence from work exceeds four weeks.
The financial cost of long-term sickness is a staggering $68.1 bn per year. And then there is the strain it puts on the rest of the team to consider, too.
So, when they return, you want to get them up to speed as fast as is practicable. Sensitivity is required, though, and each return to work will depend on the nature of the absence. Some people may never be able to return to their full role.
There is a process you can follow to manage a return to work. This will give you a structure that you can apply to any situation.
1. Stay in touch during the absence
Staying in touch with someone absent for a long period of time is a good technique for helping them feel valued by you and reassured that they are still part of your plans. At the start, you can agree what level of information they are happy for you to share with colleagues about their absence, show concern, and encourage them to prioritise their well-being.
You can let them know you will put a plan in place for their workload while they are away, reshare your sick leave policy, and signpost any support that may be available.
Over the course of the absence, you can check in from time to time, depending on what seems appropriate to the situation.
2. Planning for the return to work
Think about the needs of your business, but also the employees’ situation – you’ll need to find a balance. GP medical notes often recommend a phased return without thinking about the financial implications for the employee. You do have to consult with the employee on a regular basis. Or they may recommend light duties without understanding the nature of the work.
We recommend considering and discussing all options with the employee, including an immediate full return, a phased return where hours build up over a period of time, permanent reduced hours, modified roles, such as not operating specific machinery due to injury, or a flexible approach guided by regular check-ins.
When it comes to pay and any other terms, be guided by legislation and company policies to ensure everyone is treated equally. Consider Occupational Health, particularly if a phased return or light duties are being discussed. Ensure that you and the employee are in agreement regarding the plan.
3. Welcoming them back
Give them a warm welcome to ensure the return gets off to the best start, introducing any new colleagues and allowing a bit of space for them to catch up with the team. They will all be relieved that things are heading back to normal.
Have a return to work interview to get them going, and as their first week and even month progress, keep checking in.
4. Longer term support
A long-term sickness may be a one-off, such as due to an injury that will completely recover from, or it may be related to a longer-term condition.
If it is a longer-term condition, you’ll need to maintain open and honest communication about their health, whether it may be classed as a disability, and capability and work ability issues. If you need support to ensure you handle such matters sensitively, pragmatically, and in line with employment law, we can help.
Find out more
If you want to ensure you have policies in place that position your business well to cope with long-term sickness or you have an existing case you need help with, please get in touch with your local HR Dept.