Tips for virtual reintegration of employees returning from

Introduction Remember that each employee is an individual with unique needs and emotions. The

Confirm the employee’s role • Revisit the employee’s job description and provide clear performance

Reintegrating the employee with their team and the business • Tell the broader team

Setting up with workspace • • • Provide the necessary work equipment. If they

Ongoing treatment and support • • • Establish if the employee will need ongoing

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Tips for virtual reintegration of employees returning from disability leave

Introduction Remember that each employee is an individual with unique needs and emotions. The reintegration process should be specific to the employee. A medical certificate confirming the employee is fit to return to work must be obtained before reintegration can start. It may be a challenging process, but open communication helps to identify and resolve potential issues.

Confirm the employee’s role • Revisit the employee’s job description and provide clear performance measurements and timelines. • Provide the employee with refresher training. • Revisit working hours and support gradual return to normal working hours.

Reintegrating the employee with their team and the business • Tell the broader team that the team member is returning to work and explain any special support arrangements that will be provided. • Have a welcome back meeting to establish lines of communication and ways of engagement. • Make sure the employee receives enough support from colleagues. Where needed a “buddy system” can provide more dedicated support. • Set up regular check-ins with the line manager and HR to assess the need for continued support. • Clearly explain to the employee whether they will receive their disability benefit or their salary during the reintegration phase so that they know exactly what to expect at the end of the month.

Setting up with workspace • • • Provide the necessary work equipment. If they are still receiving occupational therapy, ensure their set-up meets their needs, for example standing desks or special computer software. Make IT support available to help the employee with any system issues they may experience.

Ongoing treatment and support • • • Establish if the employee will need ongoing treatment. If they do, make arrangements for time off on treatment days. An occupational therapist can help with the reintegration and any special arrangements, interventions and treatment. Refer them to your organisation’s employee wellness and assistance programme, if you have one, for additional support. The direct line manager should check in regularly with the case manager to monitor gradual return to work.

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