How To Conduct Return To Work Interviews

Not sure how To Conduct Return To Work Interviews? Neathouse Partners can help and give you advice on how to wean your employees back to work.


James Rowland

Commercial Director James leads Account Management, Sales and Marketing at Neathouse Partners.


08 August 2018


11 July 2024
1 min read

Return to work interviews are one of the most useful ways to manage attendance and reduce absence levels.

When an employee returns to following a period of sickness absence, an employer may want to hold a return to work interview. Employers should ensure that their sickness policy details that they will hold return to work interviews, to discourage non-genuine sickness absences and/or unauthorised absences.


Be Prepared

Return to work interviews ideally should take place as soon as possible after the employee has returned to the workplace.They should take place face to face where possible, however, this may not always be possible.

In such cases, employers can conduct these meetings over the phone if it is reasonable to do so.However, if the meeting is being conducted after a particularly long or complicated absence, then it should be done face to face.

The interviews do not need to be overly formal and should be seen as an open discussion between employer and employee.


Be Accurate

Employers should ensure that they listen to what the employees have to say, and note any concerns they may have about returning to the workplace, and why they have taken time off.It is important to always keep a record of any return to work interviews, to enable employers to accurately manage absences.


Be Consistent

Employers must ensure that they are consistent in their approach to employees.

Return to work interviews should be held with every employee following a period of absence, and not just a select few.Only holding interviews with employees when you suspect that the reason for an employee’s absence is not genuine will cause upset amongst staff, which could lead them to resign and potentially bring a claim in the Employment Tribunal.


Be Sensitive

Employees’ medical records are confidential and should be stored in line with Data Protection Regulations.Return to work interviews should be conducted in a private room, where the conversation cannot be overheard.

Employers shouldn’t pressure employees to give more details about their health or absence than they are willing to give.


The Formalities

Employers should make sure that both they and the employee sign any notes taken during the interview so that an employee cannot contradict themselves at a later date.

Neathouse Partners: Your Trusted Partner

We empower employers across the UK with tailored advice, offering strategic guidance that aligns with business needs and goals.

99.2 %

Customer happiness rating

99.2 %

Customer happiness rating



Qualified experts

Chester Headquarters

Regus House, Chester CH4 9QR

Success stories
Having used Neathouse for some time now, I can highly recommend their services. I always get a quick response from my lawyer, the advice is practical, and I always feel confident that they’re helping us with the correct approach.
Jasmin Bemmelen Head of People and Culture @ Action Tutoring Ltd

Have questions?

Get in touch today

Contact us, and our team will get back to you within 24 hours. We value your questions and are committed to getting them answered quickly.

Get a quote

Hello! I am Nicky

Just fill in the form below with your details, and I will arrange for a member of our team to give you a call.

By clicking, you agree to our Privacy Policy