Enter Absence Count (Number of occurrences) and Days Absent (Total Number of Absent Days) to calculate employee bradford factor.
As with all management activity, good preparation will underpin a successful Return to Work Interview. The following factors are key considerations when preparing to the RTW:
If you believe that an employee is not fit to return to work you must discuss this with them. You have a moral and ethical duty of care towards the welfare of your member of staff and also their colleagues. Allowing individuals to return to work when they are not fit to do so is a risk. All Management is risk of course, but good management is eliminating risk where practicable, minimising where necessary, but most importantly, knowing and understanding that risk in order to make an informed decision. It is not uncommon for employees to rush back to work when they have been ill. A recent study by the Royal College of Psychiatrists concluded that:
member, an employee doesn't have to be 100% better or well to do their job, or at least some of it. As the Royal College of Psychiatrists concluded, the benefits of returning to work generally outweigh the downsides. The key thing for you as a manager is that you ask the question and subjectively consider the answer from the perspective of the employee.
This is the most important factor to consider when preparing for the Return To Work (RTW) interview. An irregular absence is clearly not an immediate cause for concern, whilst repeat short term absences should raise your concern. A long term absence, especially if related to the work environment (accident, injury, stress) should also raise concerns. Most beneficial to a manager is the use of the Bradford Factor calculator. Once you calculate the employees Bradford Factor score and identify where it is on the Bradford factor index, you have a clear benchmark on which to focus any discussion / decision.
This is the most commonly overlooked area of the RTW interview. When an employee is absent you must subjectively review the root cause of their absence. The gravity and time invested will be dependent on the nature of the absence and number of absences in the work place:
Correct management of an employee who has been absent due to a stress related incident or situation is imperative. Confirming if the individual is truly fit to return to work will require a review by a medical practitioner and most likely, occupational health. Your role as the manager will be to develop an effective return to work strategy by utilising your knowledge of the employees role, working environment and the situation that caused the initial absence. You must balance the needs of the individual with the needs of the business, after considering the medical report, concerns raised by the employee and occupational health input. A phased return to work is common after a stress related absence, though not always necessary. The key takeaway for you the manager, is that you ensure the right environment and conditions for the return to work and ensure that whatever resulted in the initial stress related absence is resolved/eliminated/reduced.
Preparation is key for facilitating an effective RTW interview. Most important is the employees' subsequent successful return to work and seamless reintegration into the workplace. Knowing your staff well is a real asset. When preparing for their return to work, you will on occasion have to 'place yourself in their shoes', consider events and environment from the employees perspective and ensure that the workplace, people and individual employee are correctly prepared for a successful return to normal operations.
The team at The Bradford Factor Calculator have prepared the following forms and information to support your return to work preparation and interview.
|Return to Work (RTW) Interview Checklist 1 - Pre-Interview checks|
|Return to Work (RTW) Interview Checklist 2 - During Interview checks|
|Return to Work (RTW) Interview Checklist 3 - Action Plan|
|Return to Work (RTW) Interview Checklist 4 - Post Interview checks|