Benchmarking the effectiveness of return-to-work interviews
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Line managers could be hampering the effectiveness of return-to-work interviews as a means of managing absence, HR & Compliance Centre Benchmarking research reveals. This is among the key findings of the 2010 HR & Compliance Centre Benchmarking survey on return-to-work interviews, which is based on responses from 166 employers. Return-to-work interviews are recognised by many in the HR profession as a foundation of good absence management frameworks. |
Yet the effectiveness of return-to-work interviews is often hampered by those usually charged with conducting them: line managers.
Subscribers to HR & Compliance Centre Benchmarking can drill down into the complete benchmarking data from the 2010 survey.
Click on the links to access full benchmarking data on each of the following key findings, then apply filters where necessary to view data by sector and organisation size:
- Line managers take responsibility for organising, conducting and recording return-to-work interviews at a majority of organisations.
- Nearly half of respondents believe return-to-work interviews are not used consistently throughout their organisation, due to line management shortcomings.
- Only around two-thirds currently train line managers in conducting return-to-work interviews.
- Nearly three-quarters of respondents say their organisation has conducted return-to-work interviews for more than three years.
- A majority of employers conduct return-to-work interviews following every period of absence.
- More than two-thirds say their organisation's absence rates have fallen as a result of conducting return-to-work interviews.
The unique interactive features of HR & Compliance Centre Benchmarking can be applied to each question from this survey, to create bespoke reports that you can download and use.
Michael Carty, benchmarking editor
