How this policy has been designed to be more person centred.
Triggers
The traditional ‘Return to Work’ interviews present a risk of solely focusing on absence triggers and missing the critical opportunity of talking through and understanding what is impacting on a colleagues wellbeing and what support can be provided through compassionate leadership, to help colleagues return to work and feel truly supported. The historical cycle of trigger management has been removed and the focus is now based on a wellbeing culture within work environments, building trusting supportive relationships between the manager and colleague, understanding the pressures on colleagues health and wellbeing, knowing what support can be provided and working together with a joint commitment to improve individual and team wellbeing. Welcome Back Meetings Welcome Back Meetings are replaced and designed to support a person- centred case management approach to a colleague returning to work and mutually agreeing actions where required in order to help improve wellbeing and attendance. Personalised Improvement Action Plans Wellness in work is achieved though mutually agreed action plans. Disability Leave Disability leave is a period of time off work which has been approved by a manager for a reason related to a colleagues’ disability. For example, to attend a hospital appointment or to receive treatment.
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Wellbeing and Attendance Management Policy Implementation Toolkit
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