Returning To Work After Long Term Sickness

Helping an employee return to work after a long-term illness can be a delicate process, but when done right it’s beneficial for both your business and your employee.

When facilitating a return to work, the right support not only makes it easier for your team member to settle back in, but can also have knock-on benefits for your business by improving morale, productivity, and staff retention.

While offering flexibility and creating a phased return to work are valuable strategies, it’s also important to ensure that employee benefits such as group health insurance and income protection benefits are in place before an employee needs them. Many employee benefits require individuals to be actively at work at the time of application to qualify for cover, so planning ahead is key.

In this article, we’ll explore the reasons why employees might need a long break from work, the potential challenges in returning after sickness and how you as an employer can play a role in supporting their return to work.

Understanding the challenges of returning to work

Returning to work after a long-term sickness can be a complex and emotional journey for employees. Each individual’s experience is unique, and employers need to be understanding of the diverse challenges involved.

Data from the Office for National Statistics shows that 36% of working-age people reported long-term health conditions in early 2023, up from 31% in 2019. This rise, along with the additional 400,000 people in the UK who have become economically inactive since the pandemic, highlights the growing importance for employers to understand how best to support employees on their return to work.

Let’s take a look at some of the most common reasons for a long-term absence from work, to help you understand the potential challenges involved.

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Common reasons for long-term absence from work

Long-term sickness

A wide range of health conditions can cause long-term sickness, including chronic illnesses, prolonged recovery from surgery, and serious diseases like cancer. Employees suffering from these conditions often need extended time off to manage their health and undergo treatments such as chemotherapy, physical rehabilitation, or extended periods of rest.

Employees returning to work after a long-term sickness may face emotional and physical limitations both during and after their recovery that could significantly affect their ability to perform at work. Fatigue, pain, mobility issues and ongoing medical treatment are just some of the impacts long-term illness could have on an employee’s ability to perform well at their job.

Injury or disability

Workplace injuries or accidents outside of work can cause significant physical and emotional changes in an employee’s life. Depending on the nature and severity of the injury, employees may need time off to heal and adjust to new physical limitations. This could range from broken bones or surgeries that require lengthy rehabilitation to permanent disabilities that impact mobility.

For employees who face long-term or permanent disabilities, returning to the workplace can be a complex process. These employees may require workplace modifications, such as ergonomic adjustments, specialised equipment, or assistive devices like wheelchairs or adaptive technology to perform their usual tasks, as well as mental health support as they adjust to their disability.

Mental health or stress

Mental health is the leading cause of long-term absence from work. In 2023, 53% of UK employees who were absent from work due to long-term sickness cited depression or anxiety as the primary cause.

Returning to work after mental health challenges presents its own set of unique obstacles. Employees may experience heightened levels of stress or anxiety about their ability to manage work responsibilities, especially if they are worried about being judged by colleagues or superiors. The stigma surrounding mental health can make it difficult for employees to open up about their struggles, further increasing their sense of isolation.

For employees living and working abroad, these mental health challenges can be even greater. Being away from support networks such as family, close friends, and local communities, can exacerbate feelings of loneliness and make it harder to manage mental health conditions. Without easy access to trusted support systems, returning to work can feel overwhelmingly daunting.

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Factors affecting an employee’s return to work after long-term sickness

When deciding whether to return to work after injury or sickness, employees may consider a variety of factors from their health to financial pressures and workplace dynamics.

Understanding these influences can help you create policies and environments that ease the transition back to work while supporting employee wellbeing.

A survey by GOV.UK highlights the key considerations for employees returning to work after sickness. These include:

Health and readiness

For most employees, the primary consideration is whether they feel physically and mentally ready to return. Research shows that 60% of employees wait until they feel fully recovered before going back to work.

This underscores the importance of prioritising employee health and recovery, ensuring they don’t feel pressured to return before they’re ready. Employers can support this by offering flexible return-to-work options, such as phased schedules or modified workloads, to help employees ease back into their roles.

Financial pressures

Financial concerns also play a significant role, with 14% of employees and 29% of self-employed people citing financial pressure as a factor in their decision to return to work. For international employees, these pressures can be all the more prevalent, especially if local laws limit their access to social security systems, or if the cost of living abroad is more than in their home country.

By offering income protection benefits, employers can reduce the financial stress of long-term absences, allowing employees to focus on their recovery without feeling pressured to return before they’re ready. These benefits also help protect the company, ensuring your business won’t struggle with the long-term impact of sick pay.

Job security

The fear of losing their job is another key concern, especially for employees with health conditions that impact their ability to work. Approximately 22% of employees with work-affected health conditions worry about job security, compared to just 9% of those whose illnesses don’t affect their work.

For employees living and working abroad, these fears may be heightened if their job security directly impacts their residency or visa status, adding another layer of stress during their recovery. Clear return-to-work policies and empathetic management can help employees feel secure, building trust and loyalty.

Workload and team dynamics

Concerns about the impact of their absence on colleagues and workloads also influence employees’ decisions. Around 15%of employees worry about work piling up or overburdening their teams while they’re away.

Employers can address this by redistributing workloads and fostering a culture where employees don’t feel guilty for prioritising their health.

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Making the most of employee assistance programmes (EAPs)

Employee assistance programmes (EAPs) are workplace well-being benefits that typically provide confidential access to mental health support, counselling, and practical guidance for personal or work-related challenges.

When used effectively, EAPs can support employees at multiple stages of a long-term sickness absence, not just at the point of returning to work.

Before a return to work

While an employee is off sick, EAP services can help them manage anxiety, stress, or uncertainty about their health, finances, or future at work. Access to confidential counselling or advice during this period may support recovery and help employees feel less isolated while away from the workplace.

During the return-to-work process

As an employee prepares to return, EAP support can help them rebuild confidence, manage fears about performance or workload, and navigate conversations with managers or colleagues. This can be particularly valuable for employees returning after mental health-related absences, or for those who have been away from work for an extended period.

After returning to work

Support does not end once an employee is back at their desk. Continued access to EAP services can help employees adjust to new routines, cope with setbacks, and manage ongoing health or personal challenges as they reintegrate into the workplace.

The effectiveness of EAPs depends largely on awareness. Employees are far more likely to use support services if they understand what is available and how to access them.

Clear communication at induction, when benefits are introduced, and at key moments such as during sick leave or a phased return can help ensure support is used when it is most needed.

Creating a return-to-work plan

Helping an employee return to work after a long-term illness doesn’t have to be complicated. A clear return-to-work plan can make the process smoother for everyone. Here’s how to create one in four simple steps:

1/ Start with a conversation

The first step is to sit down with your employee and talk about their needs and expectations. This ‘return to work meeting’ or ‘return to work interview’ should include a discussion on how they’re feeling, any adjustments they might need, and what their goals are for returning to work.

Make this an open and supportive conversation – your employee will feel more comfortable sharing their concerns if they know you’re listening. Don’t forget to check if they’ve been advised by their doctor or health professional about any limitations on their work activities.

2/ Agree on timelines and expectations

A phased return to work is one of the best ways to ease an employee back into the workplace after a long absence. This might mean starting with reduced hours or lighter duties and gradually building up over time.

Work with your employee to agree on a realistic schedule. Be prepared to adapt the plan if needed: recovery isn’t always linear, and your employee may need more time to adjust.

3/ Put practical support in place

Think about the practical steps you can take to support your employee. This might include adjusting their workload, providing flexible working hours, or offering additional training if their role has changed while they’ve been away.

For some employees, temporary remote or hybrid working may help accommodate ongoing recovery, medical appointments, or treatment. Flexibility should be offered without guilt or pressure, allowing employees to stay connected to work while returning at a pace that feels manageable.

Reintegrating into the workplace also takes sensitivity. Employees may feel self-conscious, particularly if they are still undergoing treatment or experiencing visible changes. Clear expectations, empathetic management, and a respectful team culture can help ease this transition without employees feeling obliged to share personal medical details.

It’s also worth reminding employees about any benefits they might have access to, such as health insurance or counselling services, which can support their recovery and help them feel more confident about returning to work.

4/ Keep the communication going

Once your employee is back, make sure you’re checking in regularly to see how they’re getting on. These conversations can help you identify any challenges early and make adjustments to your plan if needed.

Creating a return-to-work plan is all about balance, meeting the needs of your employee while keeping the business running smoothly.

By taking these steps, you’ll help them return safely and successfully, setting the stage for a positive and productive future at work.

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FAQs: Common questions about returning to work

How long should a phased return last?

The duration of a phased return depends on the individual’s recovery process and the nature of their role. Typically, a phased return can last from a few weeks to several months, allowing the employee to gradually increase their hours and workload.

It’s important to assess the employee’s progress regularly and adjust the plan as needed to ensure they’re ready to return to their full duties without overloading them.

What happens if an employee isn’t ready to return to work after a phased return?

If an employee isn’t ready to return fully after a phased return, it’s important to offer continued support. This could mean extending the phased return period or providing additional accommodations to help them ease back in.

Open and ongoing communication with the employee is key – understanding their needs and making necessary adjustments will ensure they don’t feel rushed or unsupported.

How can we make sure the employee doesn’t feel pressured to return too soon?

To avoid putting pressure on an employee to return too soon, focus on a clear, empathetic approach. Make it known that their health and well-being are the top priority.

Offering flexibility, such as extended phased returns or temporary adjustments, can help them gradually ease back into work without feeling rushed. Creating an environment where the employee feels supported, not forced, is key to a successful return.

What if the employee is returning after a mental health-related absence?

Returning to work after a mental health or stress-related absence requires extra sensitivity and support. Make sure the return is gradual, with the right level of flexibility and accommodations. Providing access to mental health resources, like counselling or an employee assistance programme (EAP), can also help with the return.

Most importantly, though, it’s essential to create a supportive environment where the employee feels safe, respected, and not judged by either managers or colleagues.

How can employee benefits help with long-term employee sickness?

Employee benefits like income protection, private health insurance, and mental health support services can be invaluable for employees on long-term sickness leave.

These benefits provide financial security and access to healthcare during recovery, helping your employees to focus on getting better without worrying about their finances. Benefits can also help reduce stress and support overall well-being, both of which are crucial for a smooth return to work once the employee is ready.

This guidance is intended as general information only. Return-to-work processes, legal obligations, and medical considerations can vary depending on location and individual circumstances. Employers should seek appropriate professional advice where needed.

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Returning To Work After Long-Term Sickness: A Guide For Employers

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