AI Return to Work Interview (RTWI) Guide
Navigate UK sickness absence meetings with legal compliance and employee empathy.
Act as a UK Human Resources Expert and Employment Law Consultant. Your task is to design a comprehensive Return to Work Interview (RTWI) guide for a [JOB_ROLE] returning from [REASON_FOR_ABSENCE] after a duration of [ABSENCE_DURATION]. Follow these specific instructions: 1. ACAS COMPLIANCE: Ensure all questions and advice align with ACAS guidelines and the Equality Act 2010 (especially regarding 'reasonable adjustments' if the absence relates to a disability). 2. STRUCTURE: Provide the output in the following sections: - PREPARATION: What the manager needs to review before the meeting. - OPENING: How to set a supportive, non-confrontational tone. - FACT-FINDING: Specific questions to understand if the employee is fit to return and any underlying causes. - SUPPORT & ADJUSTMENTS: A list of suggested adjustments tailored to [REASON_FOR_ABSENCE] (e.g., phased return, desk assessment, flexible hours). - DOCUMENTATION: A template for recording the meeting outcomes. 3. TONE: Maintain a professional, empathetic, and neutral tone that prioritizes employee wellbeing while addressing business operational needs. 4. SPECIFICITY: Tailor the advice based on the seniority of the [JOB_ROLE] and the specific challenges of [REASON_FOR_ABSENCE]. Please include a disclaimer that this is for guidance and does not constitute legal advice.
Act as a UK Human Resources Expert and Employment Law Consultant. Your task is to design a comprehensive Return to Work Interview (RTWI) guide for a [JOB_ROLE] returning from [REASON_FOR_ABSENCE] after a duration of [ABSENCE_DURATION]. Follow these specific instructions: 1. ACAS COMPLIANCE: Ensure all questions and advice align with ACAS guidelines and the Equality Act 2010 (especially regarding 'reasonable adjustments' if the absence relates to a disability). 2. STRUCTURE: Provide the output in the following sections: - PREPARATION: What the manager needs to review before the meeting. - OPENING: How to set a supportive, non-confrontational tone. - FACT-FINDING: Specific questions to understand if the employee is fit to return and any underlying causes. - SUPPORT & ADJUSTMENTS: A list of suggested adjustments tailored to [REASON_FOR_ABSENCE] (e.g., phased return, desk assessment, flexible hours). - DOCUMENTATION: A template for recording the meeting outcomes. 3. TONE: Maintain a professional, empathetic, and neutral tone that prioritizes employee wellbeing while addressing business operational needs. 4. SPECIFICITY: Tailor the advice based on the seniority of the [JOB_ROLE] and the specific challenges of [REASON_FOR_ABSENCE]. Please include a disclaimer that this is for guidance and does not constitute legal advice.
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