How to help employees return from sick leave

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Transitioning back into the workplace after an extended medical leave can be tough for even the most seasoned professionals. The leave of absence is not something employees plan for or desire; it is a medical necessity. They may wonder how their return will be received by others, and may also feel overwhelmed, out of touch, and nervous about getting back to work.

Six steps to ease the transition back to work

Step 1: Stay connected with employees on medical leave.
If you have permission to do so, touch base with employees even before they return. Checking in to see how they are doing sends an important message that you care, and gives you an opportunity to keep them in the loop about what is going on at work. Continuing to communicate with employees while they are away lets them know they are missed and gives them a sense of connection and belonging to the organization.

Step 2: Work closely with the Disability Case Manager.
The Disability Case Manager will provide you with invaluable support during an employee leave. They will keep you abreast of significant changes in case status and encourage the employee to adhere to treatment to facilitate a timely return to work. Case Managers build a case management plan, and will also assist with:  

• Accommodation options based on employee restrictions and limitations
• Establishing a modified return to work plan based on available accommodation
• Return to work facilitation meeting(s)

Step 3: Create a transition plan.
Once a return date is selected, get started on a transition plan to help ease the employee back to work. Then, communicate this plan to your other employees. Based on information provided by the Case Manager, your plan should account for: 

• How much of the original job the employee can take on
• What workstation modifications are needed and possible
• How the workload will be redistributed among the team
• What other special accommodations may be required

After the employee has returned to work, you may need to reassess the transition plan, if it is proving to be too much or too little for him or her.

Step 4: Welcome the employee back to work. 
A bouquet of flowers on his or her desk, lunch/tea out with the team, or even a simple card sends the message that you and the team are happy to have the employee back. Be kind, considerate, and supportive. Although a time for celebration, it is important to keep the employee’s privacy and comfort level top of mind. Keep it simple; ask the employee directly what would make him or her most comfortable upon returning to work. Check in with your employee regularly, especially during the first few weeks, to ensure that his or her needs are being met.

Step 5: Be flexible with your transition plan. 
Even though employees may be back to work and contributing to the team, there may still be restrictions to what they can do or how long they can work. Understand that it is quite possible that they may require time away from work to attend doctors’ appointments. Additionally, what you expect from them and what they are able to contribute may not correlate, so be sure to reconcile this early on with a modified transition plan.

Step 6: Encourage team work. 
It is important to understand that employees who return from an extended medical leave will need time to get back into the full swing of things. During this time, it is critical that the team continues to step up and help out where they can. Let your team know you appreciate and recognize their efforts to work together and succeed as a team.