Let appropriate professionals guide readiness
A manager should not infer fitness for duty from a worker’s willingness to help the team. Follow the institution’s medical and occupational-health process where applicable. Keep the discussion respectful and private. This planning guide cannot assess an individual’s physical or psychological readiness, and no fixed recovery timetable suits everyone.
Discuss the actual assignment
Review the location, workload, shift timing and support available. Ask whether any agreed adjustment is needed and who can authorise it. Confirm that hazards identified after the incident have been addressed or that an appropriate interim arrangement exists. Returning to the same unresolved problem should not be treated as proof of resilience.
Agree a review point
Identify a contact for concerns and a time to review the arrangement. Share operational changes only with those who need to implement them, without disclosing unnecessary health information. Make it possible to revise the plan if circumstances change. The aim is sustainable participation in work with suitable support, not a symbolic rapid return.
Further reading
- 2024 fact sheet · Mental health at work ↗World Health Organization · Source checked 2026-09-10
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