How does phased return to work work

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Tell us more about your answer Please do not include any personal details, for example email address or phone number. Leave this field blank. Thank you for your feedback If you like, you can tell us more about what was useful on this page. Linkedin Twitter Facebook. Call the Acas helpline Checking sick pay. Did you get the information you need from this page? Therefore, if an employee returns to work on a two-day phased return on a Monday and Thursday, they would not be entitled to SSP. However, if they returned on a Monday and Tuesday the employee would receive their SSP entitlement for the rest of the week.

If an employee returns to work for three days then these must be consecutive in order for the employee to receive SSP, and if the employee returns for four days then they will not receive SSP at all. If your organisation has an OSP scheme and the employee has qualified to receive it, you could continue to pay OSP to the employee for the hours or days they are absent for work during their phased return.

If the employee is gradually going to build up their hours over the course of the phased return then you should set out in writing what they will be paid and when. This is particularly important if the OSP rates start to reduce after the employee has been off work for a certain period of time. For example, under the OSP scheme, some employees may have the right to receive full pay for three months then half pay for three months.

The change from full pay to half pay and how this interacts with pay for the phased return must be clearly explained. Employees who have been on sick leave nevertheless continue to accrue their statutory holiday entitlement of four weeks while on sick leave. Therefore, they may request to use some of their annual leave to cover their pay for the hours or days that they are not in during their phased return to work.

Working closely with our HR specialists, we offer a holistic advisory and support service for employers encompassing both the legal and people management elements of supporting employees with their return to work. For advice on a specific issue, speak to our experts today. A phased return to work is where an employee who has been off work, usually for a long period of time, gradually returns to work over a number of weeks.

Alternatively, the employee may be phased back into their duties, only undertaking a customer facing role, for example, once they have been back in the office for a couple of weeks. It depends on the employee's sick pay entitlement. If the employee has been paid SSP, then their pay should go up when they begin their phased return to work and earn their normal wage.

If the employee has an entitlement to full pay under an occupational sick pay scheme, then their pay should stay the same as they will receive full pay for the time they are back at work and full sick pay for the rest.

You should have a phased return to work when you feel that the prospect of returning to work after an absence on a full time basis, resuming your full duties, is too intimidating. A phased return to work aims to make the return less daunting and more manageable, with the goal that after weeks you will be back to normal. You do not necessarily get full pay on a phased return to work. It depends on the policy of your employer. However, it may be possible to 'top-up' your pay with either Statutory Sick Pay, Occupational Sick Pay or even from annual leave.

By submitting, you agree to our Privacy Policy. London Cambridge Aberdeen Manchester Birmingham. Call Anne Morris. For employers, allowing a phased return can also bring benefits, including: There is a better chance of retaining a valuable employee who has been on long term sick leave if you accommodate their needs at the outset.

If you do not facilitate a successful transition back to the workplace there is a greater chance that the employee will never return, or will have to be dismissed on ill-health grounds, neither of which are attractive options. It creates a positive supportive atmosphere in the workplace. There is the potential to save money on covering for the absent employee if they are back at least part of the time. There is the potential to save money on recruitment and training costs if the absent employee leaves.

Who can request a phased return to work? Examples of phased return to work There is no set timeframe for a phased return, although they can usually last between 4 — 6 weeks. For other employees, it may work better to attend for full days, but only two or three per week. Does the employer have to agree to a phased return to work?

Phased return to work after absence due to stress Employees returning to work after a period of stress-related absence may be considered to have a disability under the Equality Act Phased return to work after long-term sickness absence An employee who returns to work after long-term sickness absence may also qualify as having a disability for the purposes of the Equality Act Phased return to work after maternity leave A phased return to work after maternity leave can help employees, some of whom may have been off work for over a year, to readjust to working life.

Is a risk assessment needed? Does a phased return to work affect pay? Phased returns are normally offered to employees returning from long-term absences. However, those returning from absences of a shorter duration can also sometimes benefit from such arrangements. In either case, it is essential that any recommendations made about a phased return are discussed between you and your employer, and a written agreement is produced, clearly explaining how your return to work is to be managed in the light of the recommendations.

You can take a union representative with you to the meeting to discuss the details of arrangements, and remember that the purpose of the meeting is toorganise the best terms so that when you do return to work it will be a permanent return.

Typically, phased returns may last for around four weeks, although in some cases they can continue for longer, depending on the conclusions of the medical report. Under the Access to Medical Reports Act , you have the right to see medical reports written about you for employment or insurance purposes. You can exercise this right, either before or after the report is sent, and you can add your own comments to the report if you disagree with any of its contents; you can even withdraw your consent to the release of the report, although you should seek union advice before taking this step.

Practice varies. Some employers pay the employer their full-time salary but usually limit the facility to a specific period, eg four weeks, after which time they may only be paid for the actual hours worked. This approach benefits both employer and employee, as it is likely to encourage the employee to return to work rather than remain on sick pay.

Other employers only pay employees for the hours worked from the outset, plus any remaining entitlements to sick pay. Your head teacher will also need to notify the payroll department to ensure that the necessary arrangements are in place. Your employer cannot unilaterally impose a phased return to work.

The terms of your return are subject to your agreement. In any event, a variation in your contract of employment must be in writing. Your employer may choose whichever advice they prefer to rely on, but this may not be in your best interests.