Returning to wor
Returning to work after any period away deserves coaching support. However, when you have been away due to illness, there is an extra dynamic to consider. As a return-to-work coach, I work with clients looking for a positive transition back into their role. Having worked with many returning after a break due to physical or mental health needs, one area we work on in managing boundaries during their return. Today, I want to share these key areas with you, so you can communicate them effectively, whilst keeping your wellbeing at the front and centre.
The CIPD’s Health and Wellbeing at Work Survey, published in late 2025, revealed that the top three causes of long-term absence (four weeks or more) were:
- Mental ill health, such as depression or anxiety (41%)
- Musculoskeletal injuries, such as back pain (31%)
- Other long-term health conditions, such as cancer (30%)
Short-term absence (up to 4-weeks) also includes mental health (29%) and stress, and caring responsibilities for children (both at 26%).
These are all areas that I have supported staff through, and something you may recognise yourself. Even though the reasons were different, there was a key theme. They knew things needed to change for them; they just weren’t sure how to communicate this with their colleagues, their managers and the wider team.
When you return to work following time away, not understanding your rights, the process and how to communicate your needs can create an extra layer to an already difficult situation, When you are considering the elements of your personal and professional life, you want to change or maintain, your boundaries are (simply) what you will or won’t accept from others. Ideally, you can build this into your return-to-work discussion, considering some key areas to make that transition as frictionless as possible!
How to manage your boundaries when returning to work after illness
Know your rights!
Remember that employers are responsible for your mental health in the same way as they are for your physical. They have a duty to protect your health and to support you with your return.
Once you are ready to return (potentially with a fit note from a doctor), ask to have a return-to-work meeting, either directly or via an occupational therapy service. The aim of this is to make sure you have any adjustments in place to help you work. This could look like a staggered return, a change in work location, rest breaks, or a change in work duties. If you aren’t already aware, especially if the period of absence was unexpected, make sure you have access to your employer’s sickness policy to confirm that you have been given correct sick pay, and not, for example, been asked to take annual leave for your time off sick.
Decide who you want to confide in.
Our health and well-being are exceptionally private things; if you have been off work for a period of time, your colleagues will have noticed, but that doesn’t mean that you must share personal details!
How much you share is up to you. Likewise, who you share it with is your choice too. There may be colleagues you trust who have supported you during your absence, or HR who are there to enable and support you in returning; this applies to both mental and physical health needs. It can be useful to arrange for a “friendly face” to meet up with on day one.
It can be useful to pre-prepare what you want to share with people so that if the question arises, you can respond in a way you are comfortable. Maybe test it out with friends or family to see how if feels.
When you return to work, regardless of the reason for your leave, it’s a great plan to create a “return to work” induction. Catch up with colleagues, get updated on projects, and understand new policies or processes that have come into play. Whilst this blog is written for those returning after parental leave, all the points are relevant to ANY time away from work.
Understand what you needs are.
There are times when the reasons for the sick leave remain and become lifelong conditions or disabilities. When that is the case, you can utilise a flexible working request or ask for reasonable adjustments to support you at work. Within the Equality Act, any “physical or mental conditions that have a substantial, long-term effect on daily activities (long-term counts as has lasted for, or is likely to last, at least 12 more months) can be counted, so you have the legal support to share what you need to be able to thrive in your work.
The type of adjustments that could help you return can vary, but could include:
- Changing your workplace
- Providing specialist equipment
- Allowing flexible or hybrid working
- Offering additional breaks
- Adjustment performance targets during the period of illness or treatment
- Changes in working pattern to allow for treatment/appointments.
Whilst you have every right to ask for these adjustments, many people don’t know how to start the conversation. Using the framework of these laws can help you. Ideally, these were already considered as part of your return-to-work conversation, but you can request reasonable adjustments at any point; it’s not time-restricted.
Establish your new identity.
It’s usual for someone returning to work after a period of ill health to have new priorities and goals; many of the clients I work with are about paying close attention to supporting their wellbeing. When you go back, you may find that your behaviours, boundaries and decision-making will have changed.
But not everyone is aware of this.
This is where your boundaries really come into play; centring your new approach to work and life as “I do” or “I am” statements can help that. So, that could look like unapologetically updating your out of office with your availability, blocking out time in your diary to allow for rest and sharing with your manager your new future career plans..
What do you do if it’s related to work?
There are times when the reason for our sickness is related to the job itself, such as work-related anxiety and depression caused by stress. That makes the dynamic of the return to work more complicated. Firstly, and bluntly, consider how the organisation responded to your absence and return; have they been open and considerate? Have they listened to the challenges and proactively helped? This can look like resource changes or occupational health support.
You will know yourself what you need to manage your response to stress; are there tools and techniques you have learned during your time away that you can actively apply? Like the new identity, these tools and techniques are an “I” phrase.
However, it’s important to remember that sometimes the best treatment is a new environment; while there are things we can do with our boundaries to manage our wellbeing at work, there are times when the best treatment is to put your skills and time elsewhere.
So, if you or someone you know is due to return to work after an illness soon, I hope that this helps! If you have been through this yourself and have any wisdom to share, please do! You can also book a call to discuss how my return to work coaching can support you or your team.
If you liked this, you may also want to read:
Eight lessons to support your return to work
Why it’s OK to be unapologetic when setting boundaries
Why wellbeing at work is essential
Book Review: Work in Progress by Gethin Nadin
Book Review: Flourish by Martin Seligman
Clara Wilcox is a straight talking, practical and experienced coach helping clients navigate the tricky waters of returning to work, career changes and professional development. The Balance Collective is a social enterprise focused on improving the lives of parents, by working together to build inner confidence and promote a healthy work/life balance.
