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Supporting your People

Support people through absence and return to work

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Suggested Actions

Maintain appropriate, supportive contact with people during periods of absence

Agree with the individual how, when and by whom contact will be made, and review the arrangement if their circumstances or preferences change.

Work with external support, such as healthcare providers, where needed to support recovery and return

Seek relevant advice with the individual’s knowledge and appropriate consent, remaining clear about what information can be shared.

Develop, agree and review supportive, realistic return-to-work plans with the individual

Agree duties, hours, adjustments, support and review dates together, recognising that a phased or adapted return may need to change.

Have open, empathetic conversations when people return to work

Ask what the person would like colleagues to know, discuss any concerns and focus on enabling a safe and sustainable return.

Assess what support is needed and make appropriate adjustments to support a successful return

Identify practical barriers with the individual, put agreed changes in place and review whether they remain appropriate and effective.

Resources & Downloads

Supporting Employees Through Bereavement: What Employers Can Do
Bereavement is one of life’s most difficult experiences. Research suggests that at any one time, 1 in 10 employees are coping with grief, and around three-quarters of the workforce will experience bereavement during their career.
Supporting an Employee Who Has Been Bereaved by Suicide - Leeds Mind

This resource has been put together by the Suicide Bereavement Service team and the Leeds Mindful Employer Network.
Guide to returing to work for Employees

Returning to work after a period of absence can bring mixed feelings. Often people are looking forward to returning to a sense of normality, but are also apprehensive about how they will manage work.
Returning to work Guide for Line Managers - Affinity
Many people do not know what to say or do when a team member comes back to work. Your returning team member is likely to be experiencing mixed feelings.
Returning to work Guide for HR - Affinity
Many people do not know what to say or do when an employee comes back to work. Your returning team member is likely to be experiencing mixed feelings.
Supporting return to work - Mindwell
Helping a colleague return after time off for mental health challenges takes planning, flexibility, and open communication. A good return-to-work process not only helps the individual feel supported but also strengthens trust and wellbeing across your team.
Guide and Signposting for Employee Recovery - Mental Health Foundation
When it comes to mental illness, recovery can mean different things. For some people, it will mean no longer having symptoms of their mental health condition. For others, it will mean managing their symptoms, regaining control of their life and learning new ways to live the life they want.

The Toolkit

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Theme
Leading the Way

Engaging with your employees to increase their awareness of mental health in the workplace is a priority.

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Illustration of a lady wearing a blue jumper and glasses holding up a list of actions with a blue tick next to them
Theme
Designing Good Work

Help your employees to understand their role in positive mental wellbeing. Help build confidence in your team and reduce stigma.

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Theme
Supporting your People

Implement a solid approach to prevent bullying & discrimination and use sustainable methods to support employees.

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Get Involved

Leeds Mindful Employer Network

The Leeds Mindful Employer Network brings local employers together to champion positive mental health at work. The Network is unique to Leeds, putting the city at the forefront of workplace mental health and wellbeing.
Mindful Employer

Becoming a Mindful Employer opens your business and staff up to a bunch of benefits. From quarterly peer support events to learn and newsletters and bulletins to keep you informed to local training, tools and resources.