Rank: Forum user 
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We have an employee who is returning to work next week after being off with a broken ankle (broken whilst at work) and I’ve been asked to sit in on his return to work interview.
The employee is an electrician and has a pretty physical/demanding job which involves working on scaffolding, using ladders and working on podiums. His Doctor/Consultant has deemed him fit enough to return to work but the issue I have is that due to the demands of his job there in’t a way of phasing his return or assigning him with light duties.
He’ll be allowed time off to attend any Doctors appointments but is there anything else we can do to help him in his return to work and also make sure we have taken reasonable and practicable measures to ensure his health & safety when he does return?
Any help or advice would be very much appreciated
Martin
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Rank: Forum user
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Rock and a hard place springs to mind on this Martin. You don't say how long he's been off after the broken ankle but I'm assuming that its been 6 weeks or more if the ankle has healed? Has his G.P deemed him fit to work on the basis he has a phased return or light duties? 2 possible answers;
a) if he has, and you cannot give him any alternative light duties, move him to another more sedate role or phase his return, then he will require to return to his G.P for another sick note as you cannot fulfil the G.P suggested FFW criteria or guarantee his condition will not be exacerbated if he returns to his normal job. This may need a referral to OH, depending on your HR processes.
b) If he has not, then you need to accept that he is FFW in the job he does, based on his G.P's opinion. Therefore, you will not need to consider any special considerations on his return.
Hope this helps.
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Rank: Forum user
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Lorrainelee wrote:Rock and a hard place springs to mind on this Martin. You don't say how long he's been off after the broken ankle but I'm assuming that its been 6 weeks or more if the ankle has healed? Has his G.P deemed him fit to work on the basis he has a phased return or light duties? 2 possible answers;
a) if he has, and you cannot give him any alternative light duties, move him to another more sedate role or phase his return, then he will require to return to his G.P for another sick note as you cannot fulfil the G.P suggested FFW criteria or guarantee his condition will not be exacerbated if he returns to his normal job. This may need a referral to OH, depending on your HR processes.
b) If he has not, then you need to accept that he is FFW in the job he does, based on his G.P's opinion. Therefore, you will not need to consider any special considerations on his return.
Hope this helps.
Thanks for the reply :-)
The employee has been off for more than six weeks and the moment the only information I have been passed is from his manager who has spoken to him on the phone, he was told that consultant has passed him fit to return to work! I guess I'll have to wait till I speak to the employee to find out what his doctor/consultant has suggested and take it from there.
Thanks again
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