Your manager will discuss any recommended adjustments with you and agree a return-to-work plan with regular review dates to support you back to your full duties and hours.
A return-to-work plan should be no more than 4 weeks and over the 4-week period you will gradually be increasing the hours worked each week and / or duties undertaken until you are completing your full role and hours. During the return-to-work plan there will be an expectation that you will aide your recovery by engaging in the support offered to you based on your individual circumstances, for example counselling or physiotherapy.
There may be instances where a phased return to work or adjusted duties are not deemed to be reasonable and if this is the case you will remain on sickness absence and your manager will set a date to review your ongoing absence from work.
Examples of a phased return to work or adjusted duties
Altered hours:
- reduction of hours: gradually increasing the number of hours each week
Amended duties and workplace adaptations:
- physical adjustments: avoiding manual handling, standing for long periods, or operating machinery
- mental/emotional adjustments: reducing high-pressure tasks, limiting decision-making responsibilities, or avoiding customer-facing roles
- workload adjustments: fewer tasks, extended deadlines, or simplified responsibilities
- environment changes: working in a quieter area, from home, or with flexible hours
- supportive tasks: focusing on training, shadowing, or administrative work instead of core duties
Should you be unable to return to your full hours and duties within the 4-week return to work plan, you may be referred back to occupational health for further advice, and you may be considered for further reviews in line with our Sickness Absence and Ill Health Capability Policy. Return to work plans will only be extended beyond 4 weeks in exceptional circumstances.
To develop a return-to-work plan, your manager may take advice from occupational health and they will confirm in writing your return-to-work plan. This is a temporary arrangement and is not a permanent change to your terms and conditions. The plan may need to be amended depending on your recovery and the needs of the business and your manager will discuss this with you during the review meetings. If you recover more quickly you can also end your return-to-work plan before the agreed end date.
Your manager will confirm in writing:
- what was discussed and any agreed adjustments that will be put in place
- how long they are expected to last for and progress expected towards interim targets
- a date to review the support measures and adjustments
- the agreed actions you need to take
A review will be arranged before the end of the return-to-work plan to assess your health situation, any progress made by you during the review period and the needs of the business.
The times when you are not at work during your contractual hours will be recorded either as annual leave or as further sickness absence if you are covered by a fit note from your GP. Your line manager can obtain a copy of the phased return plan form from HR Services: