Key points
- Learn how employees, clinicians and employers can discuss duties, adjustments and review points when planning a return to work after illness or injury.
- With the employee's agreement, relevant people can clarify what work involves, what the employee feels ready to discuss and what guidance the treating clinician has provided.
- List the main tasks, physical or cognitive demands, schedule, travel and any equipment or access requirements.
Explore workplace rehabilitation
Review the service overview and discuss suitability before making a request.
Explore the related serviceCoordinate around the employee's needs
With the employee's agreement, relevant people can clarify what work involves, what the employee feels ready to discuss and what guidance the treating clinician has provided. Share only the health information needed for the agreed workplace process.
The employee, employer and clinician may have different roles. Clinical advice should guide health-related limits, while the employer considers duties, adjustments and applicable workplace policies.
Describe tasks and possible adjustments
List the main tasks, physical or cognitive demands, schedule, travel and any equipment or access requirements. Discuss whether duties can be adjusted, prioritised or introduced in stages, and who will check whether the arrangement is workable.
A staged return is not appropriate for every person or role. Adjustments should be agreed with the employee and reviewed against current clinical advice, workplace requirements and how the person is managing.
Set review points, not promises
A check-in can identify whether tasks or hours need to be changed and whether more clinical advice is needed. Record the agreed responsibilities, review date and route for raising concerns.
If symptoms worsen or a new concern appears, pause the relevant activity and follow the employee's clinical guidance or local medical advice. This guide is general information and does not replace an individual return-to-work assessment.
How to prepare for a return-to-work discussion
- 01
Map the role
Describe the essential tasks, hours, travel and equipment involved in the job.
- 02
Agree on information sharing
Ask the employee what may be shared and use relevant clinical guidance to discuss appropriate adjustments.
- 03
Plan a review
Record the agreed duties, responsibilities and next check-in, then adjust the plan if circumstances change.
Before you make a request.
01How soon should someone return to work after an injury?
There is no universal timetable. The employee's symptoms, job demands, clinical advice and available adjustments all matter.
02Does a phased return suit every employee?
No. A phased return is one possible arrangement. The employee, employer and treating clinician should discuss what is appropriate for the person and role.
03What health details should an employer receive?
Share only information needed for the agreed workplace process, with the employee's consent and in line with applicable privacy rules.
Evidence behind this guide.
- 01Working safely with display screen equipment: assessment
Health and Safety Executive (HSE)
- 02Working with display screen equipment at home
Health and Safety Executive (HSE)
- 03Computer Workstations: Evaluation checklist
Occupational Safety and Health Administration (OSHA)