If an employee is absent from work for whatever reason, such as an accident or mental illness.

the longer they are away, the less likely they are to return. 

There is a less than 50 percent probability that they will come back to work at all if they do not return to work within six weeks.

Employers are legally obligated to make reasonable accommodations to help employees return to work. This might be anything from providing them with alternative working hours to giving them different tasks to complete.

You might believe that an employee who has been injured in an accident is more likely to return to work.

as there is nothing amiss with them once the physical damage has recovered. 

In most cases, this is a myth.

Anyone can feel different after a long illness, which can prevent them from returning to work to see old colleagues or interact with customers.

Employers must name the relevant reasons why an employee is not returning to work, regardless of the reason for the absence in the first place. 

Are they suffering from depression as a result of their injuries? 

Is there a particular boss or assignment they would not want to deal with? Employers have a responsibility to remove these barriers as much as necessary.

So, how do you persuade someone to return to work?

 When they initially get ill, it’s critical to stay in touch with them so that they don’t feel abandoned. After a few days, a simple contact should reassure the employee that they are still a valuable team member.

Continuous communication is necessary so that everyone can set a recuperation timescale – especially if the employee has mental health issues, it’s vital they don’t feel pressured, but the employer must make all effort to remain in touch.