Employees may be returning to work for any number of reason, from long term sickness to maternity leave, and it is crucial that the processes involved and support offered is handled with a great deal of care. Return to work anxiety is common for employees, making it important for managers and HR leaders to be prepared to welcome team members back. Here, we discuss employee wellbeing and managing return to work tips to reduce anxiety throughout the transition.
Health & anxiety concerns are still high among employees
2025 research by the HSE revealed that 1.9 million UK workers are suffering from a work-related illness, of which a staggering 964,000 workers report work-related depression, stress and anxiety.
This shows why, now more than ever, wellbeing initiatives are a simple and effective way for employers to invest in their people and boost their ability to return and stay in work longer.
Tips for making the return to work easier
With guidelines set to change again, employees are understandably worried about the impact on their health at work. So how can employers ease the transition for those who are nervous about the return?
1) Communicate with your people
Ask your people what they need to feel safe and be proactive about implementing changes as you learn. Try a return-to-work survey or schedule catch ups with managers to discuss common worries in their team.
2) Treat workers as individuals when retuning to work
Are there specific groups of employees that may have different needs? For example, those shielding or those coming back from long term sickness leave may need additional support when returning to work compared to those coming back from maternity or paternity leave.
3) Set expectations
Clearly communicate the expecvtatyions you have and facilitate discussions around these expectations with your returning employees.
These expectations can be different for each employee that goies through a return to work process,. For example, consider extending flexible arrangements such as staggered start and end times and reduced office hours to provide options for those who feel less comfortable with the idea of returning to ‘normal’ working practices.
4) Consider boosting employee health package
Consider introducing healthcare benefits to help your people be proactive about their health. Lunchtime exercise classes, free fruit or access to a health cash plan can all make your people feel like they’re doing something positive for their health and wellbeing, giving them a sense of control.
5) Support your managers
For all but the smallest employers, managers provide a vital link between individuals and leadership teams. They’re often best placed to ask employees about their worries and report any changes in their team via catch ups and 1:1s, but they can only perform at their best if their own support needs are met.
Think of the old analogy of aeroplane masks and develop a culture of managers ‘putting on their own mask first’. Give them specific guidance to allow them to solve problems independently. This might take place in managers only sessions, designed to equip them with the knowledge and skills to support colleagues with confidence.
Remember that managers are colleagues too and they should have their own support system in place to ensure they don’t feel burdened. This could include support from Mental Health First Aiders, the HR team or a buddy system across departments.
Downloads and resources to support return to work tips
Our favourite resources to help you put your new health and wellbeing plans into action:
- Health and wellbeing toolkit Our free guide helps HR leaders create an effective wellbeing strategy.
- Wellbeing webinars Including topics such as coping with change and work life balance.