How to Help Your Employees Make a Smooth Return to Work After a Long-Term Illness

We know from studies that many people have suffered or are currently suffering from a long-term illness, which costs society a great deal of money. In addition, it appears that a growing number of people are experiencing high levels of stress in their daily lives, which is not beneficial for either the individual or the workplace. From 2010 to 2017, there was a 4.3 percent increase in the number of employees reporting high stress levels. There should therefore be an extra focus on mental health in the workplace, which is about creating the best possible environment for employees. Initiatives that promote mental health help prevent diseases, such as cardiovascular disease, as well as the development of mental health conditions, such as stress and anxiety, which can lead to long-term illness.

The length of a sick leave can vary. First of all, it depends on the specific illness or mental health condition you have been dealing with. Therefore, there isn’t necessarily a fixed timeframe for how long you can be on sick leave. After a long-term illness, many people find that it takes longer to return to work than initially expected. It may therefore be a good idea to have check-ins throughout a prolonged sick leave and get help assessing when you’re ready to return to work. This can be with a doctor, a psychologist, or others. At first, it may be best to return on a part-time basis and build up gradually, so the individual isn’t overwhelmed and quickly exposed to high stress levels.

It can result in significant losses for individuals and businesses if employees on sick leave do not return to work successfully after a prolonged illness. Therefore, it is essential that the workplace provide support to the employee on sick leave well in advance during their period of illness. 

Here's what you can do as an employer: 

Studies show that effective support and assistance from the workplace can shorten the duration of sick leave. One way to approach this is to agree on how often regular contact should take place during the period of sick leave. In addition, it is a good idea to agree on what makes the most sense for both the employee and the manager. For example, do status updates work during the course of an illness, and to what extent does the employee on sick leave want to be kept informed? When appropriate, it can be essential to create a solid plan for helping the employee return to work. This is coordinated through conversations that may cover topics such as working hours, tasks, accommodations, and much more. Flexible guidelines are thus established regarding responsibilities and the volume of work tasks, so that the employee on sick leave can gradually return to their position. It is a good idea to agree on what and how much information should be shared with colleagues so they are aware of the accommodations needed and can support their colleague in the best possible way. Regular follow-ups on the plan are crucial to prevent the employee from returning too quickly or experiencing mental health issues.