Why Return to Work Meetings Matter After Emergency Leave

When we talk about Return to Work Meetings, we often associate them with sickness absence.

You’ll have already read about the impact on small businesses of the change from 1st April 2026 whereby employees can be paid SSP from their first day of sickness absence. One of the strategies to address short term absenteeism is to introduce return to work meetings.

However there is also a strong case for holding a brief Return to Work Meeting whenever an employee returns following emergency leave or time off for dependants.

The purpose should not be to challenge whether the employee was entitled to take the time off. Instead, it provides something managers can easily overlook during a busy working day: an opportunity to ask “How are things now?”

Time off for dependants is designed to deal with unexpected situations involving someone who depends upon the employee. That might be a child becoming ill, childcare arrangements unexpectedly breaking down, an elderly parent having an accident, or another family emergency.

The immediate crisis may have passed by the time the employee returns to work, but the underlying problem may not have disappeared.

A short conversation gives the employee an opportunity to explain what is happening in their world.

For example, an employee who has taken emergency leave because their parent has suddenly become unwell may now be trying to balance work with caring responsibilities. Someone whose childcare arrangements have broken down may be struggling to find a longer-term solution.

This is where a good manager can make a real difference.

The conversation might identify that the employee would benefit from considering a flexible working request. Employees have a statutory right to request flexible working and this could include changes to their hours, working pattern or days of work.

Where the difficulty relates to caring for a child, it may also be appropriate to remind the employee about unpaid ordinary parental leave, subject to the statutory eligibility and notice requirements.

Importantly, managers do not need to become employment law experts during the meeting. They simply need to recognise when there may be an ongoing issue and signpost the employee towards the options available to them or seek HR advice.

Return to Work Meetings also help managers distinguish between an isolated emergency and something that may continue to affect attendance.

That allows everyone to plan rather than simply waiting for the next emergency.

Used properly, these meetings are not about policing absence. They are about communication, support and understanding.

Sometimes the most useful question a manager can ask when someone returns to work is simply:

“Is everything resolved, or is there anything happening at home that we need to talk about?”

That one question can open the door to a much better conversation. If you need any assistance understanding your or your employee’s rights when it comes to absence, speak to the team on 01527 909436. To purchase our Return to Work Meeting form and sample questions go to our shop.