When an employee returns to work following a sickness absence you may wish to conduct a return to work interview. Whilst they are not a legal requirement research shows that carrying out such an interview, even if it is only after one day of sickness, is one of the most effective ways to manage attendance and reduce absence.
These interviews are generally carried out by the line manager as soon as possible after the employee’s return from sick leave and ideally on their first day back at work. By carrying out return to work interviews and making it clear in your sickness policy that you will do so, you can discourage unauthorised and non-genuine sickness absence.
Whilst these do not need to be overly formal it is important to record the discussions and this template allows you to do so.
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