Now more than ever, there are many reasons why either individuals or your whole team may be planning a phased return to work. This could be planning a phased return for an employee following illness, planned absence (such as maternity or paternity leave), or an industry- or country-wide event (like the COVID-19 pandemic).
For those planning a significant change or transition in the workplace, you may find that the world of work is not where you or your team members left it. As a team or business, you need to be prepared for what a return to work may mean for you, your team, and your business.
For example, in recent years, since the Coronavirus pandemic, many people have experienced a shift in priorities and ways of working. However, this means that there is lots of opportunity to reflect on how these changes can work for you.
What is a phased return to work?
A phased return to work is a structured plan that allows an individual or team to increase their role responsibilities, availability and working hours over a span of time. Typically, phased returns to work are applied most commonly for team members who are returning to work after a prolonged or long-term absence.
Features of a phased return to work could include:
- Keeping in touch meetings: If you or a member of your team has had a prolonged absence from work, it is important to establish check-in times for the business and individual to keep in touch and discuss expectations for returning to work
- Dates: When planning return to work schedules, it is important to know when the business and individual are ready to return to duties and any prospective dates to be aware of.
- Working hours: One of the most common features of a phased return to work plan is working hours. It is common for team members returning to work in this way to start with reduced or minimal working hours, which will increase over time.
- Duties and responsibilities: When individuals are working through a phased return to work is a change in select responsibilities and duties. This will often include removing highly complex projects or heavy workloads.
- Review schedule: It is important for both the business and individual that phased returns are regularly reviewed over time to ensure the schedule and plan are appropriate.
How to handle a phased return to work as a business?
During a transitional period, there is no one roadmap to a successful return to work. Many businesses may feel some trepidation as they strive to get things right for their people. Research by the Department of Work & Pensions states that 70% of employees who were offered a phased return to work reported feeling more prepared for a quicker return. This suggests that phased return to work planning may not only benefit employee wellbeing, but it could also be foundational to employee retention following long-term absence.
When preparing for employee returns to work, communication is key. Keeping your employees fully in the loop every step of the way is important, as is providing them with the opportunity to provide you with feedback and share their own concerns and anxieties.
If you’re unsure how to start, dig out your wellbeing strategy to check if you’re meeting the needs of your returning employees, and if there are indeed opportunities to do things differently – and better.