The Hidden Pressures of Returning to Work – Why We Need a New Approach
Jamie Leeper
Therapeutic Counsellor | Injury & Illness Recovery Specialist | Keynote Speaker Championing recovery, resilience, and workplace empathy. Helping individuals heal and leaders create supportive environments.
Returning to work (RTW) after illness or injury is rarely as simple as, “You’re better now, so back you go.” It’s a complex process requiring more than just physical readiness. How reintegration is managed, the expectations placed on returning employees, and workplace culture all play crucial roles.
Many organisations assume that once an employee is back, the process is complete. But how that return is handled makes an enormous difference—not just for the individual, but for teams, leadership, productivity, and long-term workplace culture.
Why Returning to Work Feels Like an Unspoken Battle
Even when workplaces provide financial or logistical support, an unspoken burden often exists. Employees can feel indebted for the accommodations they receive, even when those accommodations should be standard.
In my own experience, following a life-changing (but thankfully not life-threatening) injury, I was kept on full pay and regularly checked in on. Yet, I felt a quiet expectation that I should return as soon as possible. Well-intentioned comparisons to how others had recovered made me question whether I was being too rigid in following medical advice.
? Was I making things harder than they needed to be? Should I have just pushed through? ?
This isn’t uncommon. Many returning employees feel they must justify their recovery, rather than being trusted to manage it properly.
The Bigger Picture: When RTW is Handled Poorly
This isn’t just about personal experiences—it’s a workforce challenge with huge economic consequences.
Independent health analysts The Health Foundation (2024) report that in the UK, 300,000 people leave the workforce each year due to work-limiting health conditions. Those who leave are three times less likely to return compared to healthy workers.
When RTW is mishandled, businesses lose valuable talent. Employees feel unsupported or pressured, and the workplace loses experienced, knowledgeable professionals who still have plenty to contribute.
Beyond individual workplaces, the economic case for better RTW strategies is compelling:
?? Companies that actively manage RTW see a 73% decrease in lost-time claims and a 54% reduction in absence-related costs (Bernacki & Tsai, 2003).
?? A structured RTW approach could add ￡23 billion annually to the UK economy and improve public finances by ￡8 billion (Learning and Work Institute, 2024).
Yet, despite all of this, many businesses still treat RTW as an HR checklist exercise rather than a people-first process.
Are We Getting RTW Wrong?
RTW is often seen as an individual responsibility rather than a collaborative process. Some of the biggest mistakes businesses make include:
?? Focusing only on physical readiness – ignoring anxiety, self-doubt, and workplace reintegration challenges.
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?? One-size-fits-all approaches – failing to offer phased returns or tailored adjustments.
?? Lack of leadership awareness – many managers aren’t trained to handle RTW effectively.
A New Approach: What Comes Next?
This isn’t just about fixing HR policies—it’s about rethinking how workplaces, teams, and leadership approach recovery.
?? What does good RTW actually look like?
?? How can businesses retain valuable employees rather than lose them?
?? What should leaders and colleagues be doing differently?
These are the questions I’ll explore in Part 2, where I’ll focus on practical solutions—not just for HR teams, but for leadership, employees, and businesses as a whole.
?? Next: What a Better RTW Process Looks Like and How We Can Get It Right
About Me
I am an integrative therapist with over 25 years of professional experience working in and around high-performing military and civilian teams. I am dedicated to helping individuals thrive following injury and illness and supporting professional organisations in keeping, nurturing, and developing talent.
Alongside therapy for individuals and couples, I offer the following support to professional organisations:
??Bespoke 1-1 support for individuals navigating RTW challenges.
?? Keynote addresses for company events.
?? Consultations on RTW policies & initiatives.
?? If you're interested in working with me, let's connect.
Helping Manufacturers Unlock Hidden Capacity, Increase Profitability & Make Smarter Investments | Fractional Finance Director | Outsourced Virtual Finance Office | Production Budgeting Specialist
2 周Haven't been managed well by many managers but there are improvements
A fully qualified Financial Adviser and Teacher working as a Money Expert helping people master their finances, deal with debt, and finally feel in control of their money and their lives
2 周Gosh it is definitely mental. Confidence needs boosting.
Helping Manufacturers Unlock Hidden Capacity, Increase Profitability & Make Smarter Investments | Fractional Finance Director | Outsourced Virtual Finance Office | Production Budgeting Specialist
2 周This is a great post Jamie. My husband suffered from sepsis about 3 years ago and was hospitalised fighting for his life for a month. He recovered luckily but emotionally didn't, for at least 12 months. He is fine now but it was tough for all of us. He didn't receive any support from his employer.
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2 周This really hits home. Returning to work after illness or injury isn’t just about showing up again, it’s about navigating all the unspoken pressures that come with it. I’ve seen so many people struggle with the mental side of RTW, feeling like they should be fine when, deep down, they’re still adjusting. The pressure to perform at the same level, the fear of being seen as “less capable,” and the quiet expectations from colleagues... it all adds up. In my work, I see how much psychological recovery gets overlooked. And yet, if businesses truly understood this side of RTW, they’d have happier, healthier, and more productive employees. Really looking forward to your insights.
I wear 3 fabulous hats: working with natural remedies transforming your life and reducing anxiety for adults, children and animals alike, coaching companies with Menopause awareness and a sprinkling of Office services.
2 周A very insightful post thank you x