Phased return to work

Phase the part of work that needs rebuilding

A phased return can reduce hours, duties, workload or a combination of them for an agreed period. It should respond to the person's role and health rather than copy a standard two-week timetable. A fit note may recommend a phased return, but employer and employee still need to agree a plan that works in the workplace.

Write down the start date, temporary hours or duties, any restrictions, who will provide support and the review date. The Acas phased-return guidance recommends regular review because recovery and work demands can change.

Agree pay before the return begins

If the employee returns to their usual job on reduced hours, they should receive their usual rate for the hours worked. Pay for the time not worked depends on the employment terms, sickness policy and what the employer and employee agree. It could be full pay, occupational sick pay or Statutory Sick Pay if the employee is eligible.

If the employee keeps their usual hours but takes lighter duties or a lighter workload, agree the rate of pay and put it in writing. Check how the arrangement affects annual leave and other benefits. If the plan changes, confirm the revised position rather than relying on an informal conversation.

Review the plan instead of letting it drift

At each review, ask what is working, what remains difficult and whether hours, tasks or support should change. The possible outcomes are not limited to "full duties" or "failed return". Extending or reshaping the plan may be sensible when there is evidence for it.

A phased return may also be a reasonable adjustment for a disabled person. That requires individual consideration under the relevant GB or Northern Ireland framework. If a temporary arrangement is becoming permanent, discuss the contractual position clearly and record any agreed change.