Return-to-work (RTW) interviews always help to reduce unacceptable short-term absence. I have always used these personally and have encouraged the managers under me and who I work alongside to use these consistently because of there effectiveness in reducing ad-hoc absence.
Absence will always exist because we are human beings and by nature we do suffer from illness from time -to-time.
They send a clear message that absence is actively managed at your place. When we ask employees to explain their absence in a face-to-face meeting, it also goes some way to deter dishonesty.
Return-to-work (RTW) interviews also allow you to collect data that you can use for other absence management methods. I have always found that this helps to start the following processes such as trigger mechanisms, risk assessments and occupational health.
One of the trigger mechanisms I have always used is an Absence Review Meeting (ARM) once a set number of absences have been reached within a set time period.
The ARM allows you to speak to the individuals informally to assess if there are any underlying health issues or serious issues outside of the workplace that could be having an effect on their absence.
If you don’t already have a company policy in place for such a process I strongly urge you to do so. Allow it to fit in with how your business operates and the culture within it.
Just as important, I implore you to get this process well established with your operational Line Managers. They are the key and driving force to ensuring that this is a success within your company, particularly those with a large headcount.
The difference a policy like this can produce in any company is extremely powerful and of course beneficial.
