Implementing and conducting effective return to work interviews—law firms
Produced in partnership with Beth Pipe FCIPD of OnLive Learning
Implementing and conducting effective return to work interviews—law firms

The following Practice Management practice note produced in partnership with Beth Pipe FCIPD of OnLive Learning provides comprehensive and up to date legal information covering:

  • Implementing and conducting effective return to work interviews—law firms
  • The purpose of the return to work interview (RTWI)
  • Why implement return to work interviews?
  • The benefits of conducting return to work interviews
  • Barriers to conducting return to work interviews
  • When to conduct return to work interviews
  • Legal considerations and implications
  • Using return to work interviews to discharge statutory obligations
  • Medical examinations
  • Following your own policies
  • More...

Implementing and conducting effective return to work interviews—law firms

The purpose of the return to work interview (RTWI)

The purpose of conducting an RTWI is to ensure an employee returning after a period of absence is fully fit for work. This is especially important if the employee is still suffering from health problems or taking medication that may have side-effects you need to be aware of.

Why implement return to work interviews?

Excessively high absence rates will have an adverse impact on your firm’s profitability, productivity and client service levels as well as the effectiveness and morale of other employees who have to take on the additional workload.

Implementing a formal procedure for conducting an RTWI following an employee’s absence is an effective method of managing your firm’s absence rates and reducing them where they are excessive.

The benefits of conducting return to work interviews

Effective RTWIs:

  1. provide an opportunity to reinforce your firm’s expectations in relation to attendance

  2. establish clarity about the reasons for absence

  3. demonstrate concern for those returning to work after a period of absence

  4. create a forum for open discussion about the reasons for absence

  5. may highlight other issues and problems you need to be aware of

  6. highlight any obligations you may have under the Health and Safety at Work etc Act 1974

  7. act as a deterrent to unauthorised absence

Barriers to conducting return to work interviews

If RTWIs

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