Rethinking the Return-to-Work Interview: Designing Better Re-entry After Absence

For many organisations, the return-to-work (RTW) interview is the final step in the absence process. But in reality, it should be the beginning of a broader conversation — one that supports recovery, prevents relapse, and helps employees reintegrate with confidence.

At GoodShape, we believe the RTW process is an opportunity to improve outcomes for both individuals and organisations. But it needs to be done right.

Why the standard approach falls short

Tick-box RTW interviews can feel transactional. They may meet policy requirements, but they often miss the human element — especially after long-term or complex absence. Without meaningful dialogue, underlying issues can go unaddressed, increasing the risk of further time off.

Reimagining re-entry

Designing better re-entry means taking a more personalised, data-informed approach. Key elements include:

Customisable RTW forms: GoodShape enables organisations to tailor RTW forms to align with their unique processes and requirements. This helps ensure the right questions are asked at the right time, supporting more informed conversations between managers and employees. We have also recently updated our RTW interview questions across a number of forms, including specific questions for musculoskeletal and mental health absences, to help you get the most out of your interviews with returning employees.
Focus on adjustments: Returning to work doesn’t always mean returning to ‘normal.’ Discussing temporary or permanent adjustments — such as phased hours, workload reduction, or modified duties — shows a genuine commitment to sustainable recovery.
Proactive planning: Use absence trends and GoodShape forecasting tools to identify common triggers for repeat absence. This insight can inform more effective re-entry pathways, especially for recurring conditions or high-risk roles.
Improved compliance: GoodShape also notifies managers of new interviews that need actioning, and tracks timely completion to give HR and leadership teams a clear overview of compliance across the business.

A strategic opportunity

Supporting better re-entry is not just about compassion — it’s about performance. A poorly managed return can lead to reduced productivity, low morale, or a repeat absence. In contrast, a well-supported return builds trust, reduces costs and strengthens retention.

The end of an absence is just the start of engagement. With the right tools and mindset, the return-to-work conversation becomes more than just a formality — it becomes a strategic touchpoint for building a healthier, more resilient workforce.