Return To Work Meeting Template
This template provides a structured agenda and record-keeping tool for a return to work meeting following an employee's sick leave. It guides discussions on workplace updates, confidentiality, details of the absence, and any necessary support or adjustments for the employee's return.
Template for a return to work meeting
Use this template to structure and record a return to work meeting after sick leave.
Date: [date]
Employee name: [employee name]
Name and role of person carrying out the meeting: [person carrying out meeting]
Updates
Have you updated the employee on any changes at work while they have been away?
[informed of changes since leave?]
[informed of changes since leave - details?]
Confidentiality
Have you let the employee know that the information they share will stay confidential?
You should only share this information with someone else if the employee agrees that you need to.
[informed of sharing data y/n?]
[informed of sharing data?]
Details of absence
What was the reason for the absence?
[reason for absence]
Was the absence linked to disability or pregnancy?
[absence linked to disability/pregnancy?]
[details of link to disability/pregnancy]
Length of absence:
[length of absence]
Number of days of absence in the last 12 months: [days in last 12 months]
[for organisations with an absence trigger point policy] Is the employee close to reaching any absence trigger points?
[trigger point close?]
[if they have reached a trigger point] Have you agreed a date for an absence review to discuss further support?
[date agreed for absence review?]
Discussion questions
Is the employee ready to return to work?
[employee ready to return?]
Do they have a doctor’s note saying they are fit for work?
[doctors note for fit to work?]
Has their doctor recommended any actions, for example a phased return to work?
[doctor recommended actions?]
[doctor recommend actions]
Have you agreed any actions to support the employee’s return to work?
This might include:
reasonable adjustments – required by law (Equality Act 2010) to reduce or remove a disadvantage related to someone’s disability
an occupational health referral
mental health support
changes to the employee's hours or duties
[actions agreed for return to work?]
[actions agreed for return to work - details?]
Is there anything that might affect their recovery or cause the sickness to happen again?
[anything to affect recovery?]
[anything to affect recovery - details?]
Next steps
Has the employee already returned to work?
[employee returned?]
If not, have you agreed a date for the employee to return?
[agreed date of return?]
[agreed date of return? give details. include date of next review meeting if they are not returning]
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This version is drafted for England & Wales. Scotland and Northern Ireland differ on some points — for example notice periods and tribunal procedure. Tell GitLaw where you hire and it adjusts the draft.
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