How to get the person on sick leave back to full working capacity

Blog series: How to simplify and improve your workday

When an employee goes on sick leave, the road back to full working capacity can seem like a challenging journey. As a manager, it's your responsibility to make this transition as seamless and supportive as possible. Here are some concrete tips to help you prepare for the return to work.

When the person on sick leave is ready to return to work, new opportunities for adaptation open up that can make the transition smooth and positive. This can include flexible working hours, changes in work tasks or temporary adjustments to the workload. As a manager, it is crucial to consider several aspects, while being aware that the accommodation should be temporary and realistic for the needs of the business. Here are some specific areas to consider:

Working hours:

Flexibility: Give the employee the opportunity to start and end the working day at times that best suit their state of health. This can include gradually increasing the number of working hours as needed.
Part-time or reduced hours: Consider temporary part-time work or reduced hours to ease the workload and give the employee more time to adjust.

Workload:

Gradual increase: Gradually increase the workload in line with the employee's recovery. This gives them the opportunity to adapt to the work tasks without overloading themselves from the start.
Delegation: Share tasks with other team members to lighten the sick person's workload. This also promotes collaboration and strengthens the team.

Work tasks:

Customization of tasks: Evaluate and adapt tasks according to the employee's skills and capacity. This may involve temporary changes in responsibilities or assigning tasks that are less demanding.
Training and support: Make sure the employee receives the necessary training and support to perform changed or new tasks. This contributes to a smoother transition.

Assistive technology:

Technological aids: Consider the use of technological solutions or adaptations that can facilitate the employee's work. This can include the adaptation of computer tools, ergonomic aids or customized workstations.

Work closely with the occupational health service: Consult the occupational health service for advice on suitable aids and adaptations that can support the sick employee in the workplace. Read more about 4human Health to gain insight into an occupational health service.

Expectation clarification:

It's essential to have an open dialog with the employee on sick leave about the expectations of the accommodation. Clear lines of communication ensure that both parties are informed about and agree to the temporary changes. At the same time, it's important to evaluate the accommodation regularly to ensure that it's still appropriate and contributing to the employee's wellbeing and productivity. With a balanced approach, the accommodation can contribute to a successful return of the employee to the work environment.

Employers are obliged to have a good system for following up on absence. Download the guide on 7 things to streamline your business with structured sickness absence follow-up and understand how to handle the challenges that come with it.