Returning to Work After Long-Term Leave: Advice for Employees and HR Teams

A sabbatical, redundancy, career change, sick leave following burnout, an accident or a serious illness: there are many reasons for taking long-term leave, and they do not all have the same consequences. In every case, returning to work can be unsettling and requires careful preparation and support from management.

Let us look at the right actions to take to make returning to work as smooth as possible. Every member of the organisation has a role to play, from the employee concerned and the HR department to managers and colleagues. 

The Challenges of Returning to Work After Long-Term Leave

For some people, returning to work is restorative, symbolising a new beginning, a return to social life and a renewed sense of self-worth. For others, it is a source of apprehension or even stress. Whatever the experience, it is important to be aware of the challenges that may arise during the first few weeks or even months after returning, so that you can anticipate and prepare for them.

What exactly are these challenges? They vary and include both personal and professional dimensions:

• Adapting to the professional routine: getting back into the daily rhythm of work can take time. Schedules, meetings, deadlines and daily interactions with colleagues may feel overwhelming. Productivity may also no longer be what it was before the leave. Both the employee and management need to accept that readjustment takes time.

• Updating skills and knowledge: technological developments, new working methods and organisational changes can leave employees feeling lost when they return. In some cases, employees do not return to their original role because adjustments have been made to accommodate ongoing health issues, such as redeployment, a therapeutic part-time arrangement or adjusted working hours.

• Managing emotions and stress: returning to work can bring intense emotions back to the surface, especially when the absence was caused by illness or burnout. Anxiety about not being good enough, fear of relapse or the pressure of regaining control can be significant obstacles.

• Social reintegration: returning to a professional environment after a long absence can also be difficult socially. Employees may feel isolated or out of step with colleagues. In a period of relatively high employee turnover, they may also find that few familiar colleagues remain and need to build relationships with new team members.

• Other people’s perceptions and stigma: returning after long-term leave can create fears of being judged or stigmatised by the team, especially if the social climate is negative. Employees may worry about how others perceive their ability to resume their responsibilities fully after a period away from work.

Faced with this list of challenges, returning to work after a long absence can seem frightening. In reality, with good preparation and appropriate methods, it is possible to return to work with confidence.

Psychological and Professional Preparation for Returning to Work

Returning to work should be gradual and take all the challenges you may face into account. Here is some useful advice to prepare for your return to the organisation!

#1 Choose a Gradual Return

Do not rush back into work assuming that putting in as many hours as possible will make reintegration quicker. Instead, aim to adapt the pace to your needs and discuss options with management to find solutions that work for everyone. For example, you could agree on a few days of remote work per week, mentoring or a gradual return to responsibilities. These are also issues that can be discussed during a pre-return medical appointment.

All of this can help you regain genuine motivation at work and make your return a success.

Good to know: in some cases, the treating doctor can prescribe a part-time return to work, known in France as a therapeutic part-time arrangement. The employee then receives a combination of income from the employer and daily benefits from France’s public health insurance system.

#2 Do Not Neglect Psychological Support

Sessions with an occupational psychologist or coach can provide space for discussion and reflection, helping people address anxiety and develop strategies for a calm return. Companies can also offer employee assistance programmes (EAPs), which provide advice and support. 

Do not hesitate to speak to your GP if you are unsure which medical specialist to contact.

#3 Learn Stress Management Techniques

Learning to manage stress is essential for preventing relapse and supporting a successful return. Techniques such as meditation, deep breathing, yoga and relaxation exercises can be integrated into a daily routine. 

#4 Bring Your Professional Skills Up to Date

Updating professional skills and knowledge is essential to avoid feeling overwhelmed when you return. Training sessions, updates on ongoing projects and regular briefings with colleagues and management can help fill any gaps. 

Why Employer and HR Support Matters for Readjustment and Better Workplace Mental Health

Although employees have a significant role to play in returning to work with confidence, employers, HR teams and colleagues also play a crucial role. 

For HR, support involves several measures. Everything should be put in place to support the employee, whether through workplace adjustments, training or psychological support, such as an appointment with an occupational health physician. 

This should be accompanied by an individual return-to-work plan, defined jointly by the employee, management and HR. The plan should include clear stages, realistic and gradual objectives, and review points to assess progress and adjust measures where necessary.

HR teams can also organise information sessions to raise awareness among all employees about the challenges of returning after long-term leave. Colleagues’ kindness and understanding are essential to ensuring a positive return for the whole team.

Have you also considered individual and collective support to protect workplace mental health?

This can support employees returning to work while also helping prevent difficulties across the wider team. teale’s platform, more than just a workplace well-being app, is complemented by workshops, discussion groups and more, making it a valuable tool for this approach.