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How to Create a Successful Return-to-Work Program

Regardless of the reasons for an employee’s return to work, doing so after an extended period is often challenging for the employer and the employee. But it’s essential to get your employees back up and running at full speed as quickly as possible.

In this blog post, we will explore how to create a return-to-work program that benefits everyone involved.

Understanding Return-to-Work Programs

Return-to-work (RTW) programs are structured plans and policies packed with helpful procedures to facilitate a seamless employee transition into the workplace. It allows for a smooth reintegration of your top talent as they return to the workforce after an extended absence.

Individuals might have taken time away from the office for various reasons, such as maternity leave, illness, injury, caring for a parent or a child, or for any other personal reason.

RTW programs provide valued employees with an easier transition when ready to return to the workplace, ensuring their well-being, comfort, and productivity.


RELATED: 9 Ways to Promote Mental Health and Well-Being in the Workplace


Why Do Businesses Need Return-to-Work Programs?

Returning to the office after time away isn’t easy for various reasons. An employee’s life circumstances might have caused stress and damaged their confidence, or the company might have changed policies and processes.

Suffice it to say that it’s challenging for your talented employees to re-enter the office sometimes, so learning how to create a return-to-work program is essential for the following reasons.

  • Boosting Employee Well-Being, Comfort, and Confidence. An RTW program prioritizes the well-being of your returning employees. A well-designed and expertly executed program supporting a return to the workplace takes employees’ emotional and physical needs when returning to the office and ensures employees feel valued and supported.
  • Complying with Legal Requirements. Return-to-work programs must comply with federal, state, and local regulations, requirements, and policies. Some regulations and requirements include those associated with the American with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), the Occupational Health and Safety Administration (OHSA), and any workers’ compensation mandates.
  • Improving and Maintaining Productivity. The best RTW programs focus on maintaining existing employee productivity or, better yet, improving it during and after someone’s absence. A structured return strategy allows employees to quickly regain their work-related skills and confidence with less stress and pressure.

ALSO READ: 16 Great Benefits and Perks at Work To Attract Employees


The Key Components of a Successful Return-to-Work Program

A successful RTW program helps HR team members and departmental managers identify and overcome challenges associated with employees returning to work. Many organizations build a customized return-to-work team that works toward developing, implementing, and streamlining processes that make it easier for everyone.

How to Create a Return-to-Work Program

You’re probably looking forward to welcoming talented employees back to work. However, you might need some tips for doing so effectively and legally while remaining supportive and inclusive.

Here are some ideas to help you create a smooth transition for everyone. Let’s look at some specific ways to create a return-to-work program.

Create an RTW Team

This first step is essential to your return-to-work success. Build a team that includes everyone who can help contribute to the program’s success. The team will establish, coordinate, and manage the program and will work closely with HR staff, supervisors, and returning employees.

Here are some members you might add to your RTW team:

  • Return-to-work coordinator
  • HR representative
  • Department manager or supervisor
  • Peer support or mentor
  • Legal advisor or compliance specialist (if applicable)

Implement a Phased Return Approach

Phased return strategies focus on gradually increasing an employee’s workload or number of work hours within a specific time frame. It allows employees to ease back into their roles in the workplace. This strategy helps reduce any dangers posed by ongoing health issues and helps to avoid burnout associated with returning and doing too much too soon.

Your approach to a phased return might include modified job duties, reduced hours, part-time work, or a temporary hybrid schedule.

Establish an Effective Communication Plan

Communication is crucial in many aspects of business, but it is especially important when bringing employees back to the office. Employers and HR team members should establish clear and open communication plans to keep employees in the loop regarding expectations, role changes, and any necessary accommodations and how they will be met.

Provide Employee Training and Skill Sessions

Returning employees might need skills refresher training sessions, or you might have adopted new technology and processes they must learn. In any case, it’s vital that you provide the necessary training to get employees up to speed as quickly and effectively as possible.

Offer Flexibility and Adaptability

Your RTW program should allow for flexibility and adaptability to meet the specific needs of each returning employee. Different employees may have different needs and will require varying levels of support, modifications, and accommodations, like hybrid or remote work options.

Nurture a Supportive Work Environment

Developing and fostering a positive company culture and a supportive work environment is always good. With returning employees, it’s especially important that co-workers and supervisors become educated about the return-to-work program and that they provide assistance and support to returning staff members.

Commit to Regular Monitoring and Evaluation

An RTW program isn’t a static concept. It is a moving process that requires ongoing monitoring, evaluation, and adjustment to ensure it becomes and remains effective for every returning team member. Conduct regular check-ins with each returning employee, manager, and HR representative to help identify any challenges and necessary adjustments.

Document the RTW Program and Keep Records

Keep effective documentation of your company’s RTW program to ensure legal compliance and the overall effectiveness of your program. Maintain records of all communications, needed and allowed modifications, and requests for accommodations and how you addressed them.

Welcome Returning Employees with a Solid Return-to-Work Program

We know bringing back an employee after a long absence can be challenging. Even if you look forward to seeing them again and reaping the benefit of their talent, it is challenging for everyone, including the employee returning.

Adopting and implementing a powerful strategy that supports your entire team throughout the process (like those mentioned in this post) is key.