Return-to-Work Plan

Helps a member (and, if they choose, their manager) plan a gradual, realistic return to work after mental-health or medical leave, including adjustments, check-ins and what to share.

What you will need

Planned return date (date): Agree this with your doctor or treating practitioner.
Has your doctor or practitioner said you are ready to return? (yes/no/not sure): If not, speak to them first. They can also suggest temporary adjustments.
What worries you most about going back? (text): For example workload, a certain person, questions from colleagues, travel, night shifts.
Would a phased return help?: More detail
Adjustments that would help (multi-select): More detail. Options: day shifts only for a while, fewer customer-facing hours, clear written priorities, regular breaks, quiet workspace, flexible start time for appointments, temporary change of duties, reduced targets for a period, other.
What do you want your manager and team to know?: More detail. You do not have to share your diagnosis. Medical details stay confidential.
Early warning signs that you are struggling (text): More detail. For example poor sleep, skipping meals, dreading mornings.
Who you will contact if things get hard (text): More detail. For example EAP counsellor, doctor, trusted colleague, family member.

How it works

IF cleared_by_practitioner != yes THEN show message 'Speak to your doctor or practitioner before confirming a date' and keep plan in draft. Build a plan document with sections: 1) Return date. 2) Phasing: IF reduced hours THEN suggest a starting pattern for the member to discuss (for example about half of normal hours in week 1, building up over 2-4 weeks), clearly labelled 'suggestion to agree with your doctor and employer, not a rule'. IF reduced duties THEN list duties to pause and when to review. 3) Adjustments selected, each written as a request ('I would like to ask for...'). 4) Disclosure wording based on the choice, with sample sentences to say to colleagues. 5) Check-in schedule: week 1, week 2, week 4, week 8 with manager or HR, each with 3 prompts (what is going well, what is hard, what needs to change). 6) Warning signs and the action to take for each. 7) Support contacts, always including EAP counsellor and the Cleared Mind 24-hour Careline 0800 212 146. Add a note: temporary adjustments are agreed with the employer; where the condition is long-term, the member may ask about reasonable accommodation under the Employment Equity Act.

What you get

Your return-to-work plan (to keep or share)
Short version to share with your manager, only if you choose
Suggested check-in dates

What it means

It is safer to confirm your readiness with your doctor or practitioner before setting a date.
A full return can work well; keep your check-in dates in case you need changes later.
These are requests to discuss, and a written plan makes the conversation easier.

Next step: Want help interpreting this? Speak to your EAP counsellor, or ask for an occupational therapist or HR to help agree the plan.

Runs on the device. Nothing is saved unless the member chooses.