Evidence shows that the longer an employee is absent from work, the harder it is for them to return. A “long term” absence is classified as anything from 4 weeks or more, and while there may be circumstances when a longer term absence is anticipated, (for example, following a surgical procedure that requires an “X” amount of recovery time), in any circumstance, where it is anticipated that return to work advice and guidance will be required, it is always advisable to refer to OH at an early stage to ensure that an OH consultation assessment appointment can be allocated in a timely manner.
For planned longer term absences, in referring your employee at an early stage, this will allow OH to obtain all relevant information which in turn will ensure that you and your managers are provided with the relevant advice and guidance regarding any restrictions / reasonable adjustments / support etc. that may need to be considered when your employee does return to work. In receiving this advice and guidance in a timely manner, this allows you and your managers to be well prepared to implement any such measures proactively, and importantly prior to your employee resuming work. Being prepared helps to make the transition back into the work place much smoother all round.
For other longer term absences that have become protracted, this can have a detrimental impact all round, to include an impact on productivity, and a negative knock on impact to existing employees. It is therefore vitally important that you are updated on your absent employee’s circumstances, and on their ability and anticipated timeframes for them to return to work; you are therefore advised to seek advice from OH by referring your employee to OH at the earliest opportunity.