How to make your Return to Work interview more meaningful?

Return to work (RTW) interviews

The single most effective tool for reducing short-term absence is the return to work interview. This doesn’t mean it shouldn’t be used when long-term absentees come back to work - on the contrary, the interviews should be conducted after every absence, equally and consistently. Most importantly, though, the return to work interview should be used to help discover underlying reasons for recurring absence, to engage employees who may be ‘pulling sickies’ by discussing their absenteeism and to ensure repeat absentees don’t go unnoticed.

Instead of a disciplinary atmosphere, managers should use the time with the employee to show that they care. Managers’ attitudes to the interviews will have a direct impact on the usefulness of the meeting. So how to make sure your return-to-work interviews feel meaningful to managers and employees alike?

The interview has 2 main aims: to make sure a returning employee is fit for their role and to intervene early to avoid future absence or injury.

What points should be covered in an RTW interview?

1. Check that the employee is fit to return to work
2. Ask the employee to explain the reason for the absence
3. Explain what impact the absence had on the workplace
4. Give an update on what happened whilst the employee was away
5. Review the employee’s level of absence and comment on whether this is acceptable or not
6. Discuss ways to prevent future absence or improve attendance where absence levels are unacceptably high

Why is the return to work interview so effective?

• They provide a forum for addressing any relevant issues that may be causing the employee’s absences
• They help pinpoint any underlying pattern of absence or cause of absence
• They make sure managers understand why employees are absent
• They indicate to employees that their absence was noticed and that they were missed
• They demonstrate to employees that absence is a high priority for the employer and that stated policies are being put into practice

Don’t forget to be supportive. It is important that any opportunity for the employer to help the employee improve their attendance is discussed and, where possible, you demonstrate a willingness to assist the employee to achieve better health and better attendance.

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