Managing staff member who is returning from long term sickness

[user283019]

Hi all

Just after a bit of advice. I have recently started in a new role as a manager and I have a staff member returning to work next month who has been off sick for 10 months.
I have no experience of managing someone on long term sick and was hoping someone with a bit more experience than myself could advise on the best way to manage the situation.
How often would you check in with the member of staff, I want to make sure that she is settling back in ok but I don't want her to feel uncomfortable.

Have you considered a gradual return?
If she's been off 10 months it might be an idea to ease her back in, depending on how many hours she works.
You would need to discuss this with her obviously.

I've always found that asking the employee their views is most constructive, so you work out a mutually agreeable plan re checking in with each other.
Presuming they are a cooperative employee that is.

It's always a good idea to have such plans in writing, and a timescale and review date, in case problems arise, and then you have something specific to refer to.

Do you have access to an Occupational health service because this is a time to use it?

I would anticipate a slow, very phased return. Checking in weekly initially with increasing intervals after the first month.

I agree with pp - ask her if she would benefit from a phased return. A gradual build up of hours is usually most effective. Also, returning on a Friday (or equivalent day if not Mon-Fri week) is less overwhelming than going back after a long period with the whole week ahead.

You can discuss frequency of check ins during the return to work interview - see what she feels comfortable with. If she's unsure, a first check in after a couple of days and weekly thereafter until she's fully reintegrated would be what I'd suggest.

Make sure you have a clear plan to get her up to date with what she's missed - communications, any training etc. Also try to make sure her system access, logins etc. are ready as often these lapse during long absence and then the returnee feels like a spare part until it's sorted out.

I think a phased return would be a good idea. Also some shadowing or buddying up with a colleague might be appropriate depending on the job and if anything major has changed in that time. Agree regular meetings to check in. Open door policy for coming to you with any concerns.

Thank you all for the advice

We have discussed a phased return and agreed that it will be a few hours each day and increase it slowly each week.
Checking in weekly sounds good but will check if thats ok with her.
My only other concern is the week she is due back I am on annual leave, so not sure if return to work can be done over the phone. No other manager in the business to do it whilst I am off.

That's a real pity. I would try to arrange an in-the-office point of support for her during that week so she doesn't feel at sea - if no managers are available, an experienced peer. You can make them aware of her reintroduction plan, what she should be doing work wise, without having to share anything confidential about the absence. Could you complete the RTW by video call maybe? Phone would be better than nothing, and then you can have a proper catch up in person once you get back.

So having done this many times, i would:
Phased hours (as above) planned in.
Check in on the morning of the return (or get someone to do so on your behalf if you are off, and definitely let the individual know you'll be on leave verbally beforehand) to say hi and offer assistance if needed (as they might be struggling with password reset/system updates depending on the job)
Give them a couple of days to catch up on emails and clear out their inbox (if applicable to your line of work) and encourage them to make a note of any questions they have about what theyve missed or anything theyd like to know more about and let them know they can ask people along the way or you'll arrange for some shadowing/time with a team member/yourself to cover everything.
Check back in halfway through the week just as like a 'hi, how are you getting on/do you need anything?'
Have a 10+ minute chat at the end of the week to see how they are doing, discuss the plan for the following week.
I also think it really helps if you let the rest of the team know they are due back and if you have regular team meetings try and work it so you have one at the end of the first week back or the following week.