How to get an employee back on track after illness

Most employees will still experience some symptoms and reduced work capacity for a period after returning from long-term sick leave. It can be reassuring for them to know that you understand and acknowledge that returning to work is a process that takes time.

Every reintegration plan should be tailored to the individual, but a gradual increase in workload is essential to prevent relapse. For most employees, it is beneficial to start with 2-4 hours per day, 2-4 days a week, ensuring at least one rest day per week. From there, working hours and responsibilities can be increased gradually.

You can find a suggested reintegration plan for employees returning to work here.

Structured and gradual reintegration for returning employees

To ensure a smooth return to work, tasks should be well-defined, predictable, and structured—preferably familiar and routine-based. You can find a worksheet to guide discussions on task allocation with your employee here.

Limiting interruptions can help ease the transition back to work. It can be beneficial to set a specific time during the day when colleagues can approach the returning employee with work-related questions and requests. Ongoing evaluation is crucial, as even the best-planned reintegration strategies may need adjustments. Regular check-ins help identify any issues early, preventing setbacks. If reintegration progresses too quickly, there is a risk of relapse or renewed sick leave. This often happens when task escalation and working hours increase too fast, or when follow-up meetings are deprioritized.

During the first five to six weeks, it is important to schedule a follow-up meeting each week with the employee to assess progress and address any challenges. After the initial phase, these meetings can be adjusted to every other week while still maintaining regular monitoring. Even after the employee has fully reintegrated, it remains important to be attentive to their workload, balance, and overall well-being for a few months.

To ensure a supportive work environment, colleagues and relevant stakeholders should be kept informed about the employee’s working hours during the reintegration period, the specific tasks they will handle, and who will be responsible for other tasks during the transition. Transparent communication fosters understanding and collaboration, ensuring a smooth and successful return to work.

Dialogue about work tasks

Escalation schedule