Is a return to work interview a legal requirement?

Is a return to work interview a legal requirement?

Is a back to work interview a legal requirement? Return to work interviews are not a legal requirement, but they are highly recommended due to the benefits they bring. If an employee is rarely off sick and well-trusted, it’s very tempting not to bother with a return to work interview.

How do you do a return to work interview?

What Should Be Covered in a Return-to-Work Interview?

1. Ensure That the Employee Is Fit to Return to Duties. This is the most important step and shows that the employer really cares about the employee’s health and wellbeing.
2. Bring the Employee up to Speed.
3. Check Their Absence Record.
4. Discuss Any Changes That Need to Be Made.

What should a return to work interview include?

Carrying out return-to-work interviews

• Welcoming the employee back to work.
• Updating the employee on anything they missed during their absence.
• Asking about the employee’s health and reason for absence.
• Discussing any work-related or other issues that may have contributed to the absence.

What is a return to work form?

A return to work form is used to document information about employees coming from a prolonged period of absence (e.g. due to injury or sickness) and their ability to return to work and fulfill their job duties. It is either used for self-certification or as a tool during return to work interviews.

Can an employer refuse a return to work?

An employee can’t refuse an employer’s direction to perform work if the direction is reasonable and in line with their employer’s legal obligations. In some circumstances, employees may be able to refuse to return to work because of a reasonable concern about their health and safety or another legitimate reason.

What is the purpose of a return to work interview?

As the name suggests, a return to work interview is a meeting held with an employee after a period of absence. The primary purpose of a return to work interview is to welcome the employee back, discuss the reasons for their absence and confirm that they are fit to attend work.

How long is a phased return to work?

Typically, phased returns may last for around four weeks, although in some cases they can continue for longer, depending on the conclusions of the medical report. If you believe your phased return will need to be for a longer duration than your employer will allow, speak to your GP and/or your employer’s OHP.

Are return to work forms confidential?

Both parties should sign the form if actions have been agreed. Mark this confidential and store the form securely. Ensure you undertake action points you are responsible for and let the employee know. Be available to talk to/meet with the employee, should they have any issues following the RTW.

Can an employer force you to work on your day off?

Your employer cannot make you work on a day contractually guaranteed to be your day off. Written employment contracts and religion are the only reasons the employer could not require you to work on your day off—and fire you if you don’t. There is some good news, though, at least for hourly employees.

Can you make employees come back to work?

The bottom line is that employers can require employees to return to the workplace as long as they have a legitimate, nondiscriminatory reason for doing so, and as long as the workplace is safe.