Audience guide
Keeping an employee who becomes ill or disabled
Keeping an existing employee after illness, injury or a new diagnosis is usually cheaper and better than replacing them. Early, human contact and a planned return are what work.
Adjustments are about what helps, not about labels. Never ask for a diagnosis, and let each person decide what they share.
What to do
- Keep light, agreed contact during sick leave
- Plan the return together before the first day back
- Consider a phased return and adjusted tasks
- Involve occupational health or public support services early
What to avoid
- Waiting until the person is fully fit before talking about a return
- Pressuring the person to return too early
- Discussing the person's health with colleagues without consent
Typical adjustments
- A phased return with gradually increasing hours
- A temporary or permanent change of tasks
- Working from home for part of the week
- Equipment or workplace changes
Extra steps in your plan
Agree how you stay in touch during sick leave
Ask how and how often the person would like contact. Keep it friendly and focused on them, not on when they will be back.
Retain and grow · Essential · 15 min
Make a return-to-work plan together
Agree the start date, hours, tasks, adjustments and review dates. Share with the team only what the person agrees to.
Retain and grow · Essential · About 1 hour
Consider another role if the old one no longer fits
If adjustments are not enough, look at other roles in the business before considering ending the employment.
Retain and grow · Recommended · About 1 hour
Turn this into your own plan
Choose your type of business and who you are hiring, and get one checklist that tracks your progress, plus a tracker for each new hire's first six months.
This toolkit is general guidance, not legal advice. Rules on recruitment, adjustments and support schemes differ between countries, so check with your local employment service or an adviser.