Tools for returning to work

Returning to work after sick leave is a major transition. But you don't have to do it alone or all at once. There are tools that can help you return safely – at your own pace and with the support you need.

Many people feel uncertain when they're about to return. Can I handle it? What if I feel worse again? What about my colleagues? These concerns are completely natural. But with the right planning and tools, you can minimize the risk and increase the chance of a successful return.

In this guide, we look at three central tools: phased return plans, workplace accommodations, and compensation schemes. Together, they can create a safe framework for your return.

The phased return plan – your path back

A phased return plan is a structured plan for how you gradually return to work. Instead of going from full-time sick leave to fully recovered from one day to the next, you gradually increase your hours.

The purpose of the phased return plan is to ensure a safe transition. It gives you the opportunity to test your limits, build your capacity, and return without overloading yourself.

How a phased return plan works

A typical phased return plan contains:

• Starting point: How many hours do you start with? It can be as few as 5-10 hours per week.
• Rate of increase: How quickly do the hours increase? It can be 5 more hours per week or per month – depending on your situation.
• End goal: What is the final goal? It may be full-time, but it doesn't have to be.
• Evaluation points: When do you evaluate the plan? It's important to adjust along the way.

Example: Lisa has been on sick leave for four months with stress. She starts with 10 hours per week spread over three days. Every two weeks, she increases by 5 hours. After two months, she's up to 30 hours – and she stops there because it turns out to be the right level for her in the long term.

Who creates the phased return plan?

The phased return plan is created in collaboration between you and your employer. You both need to agree on the plan and the expectations for it. It's important that you consider:

• Which tasks can you perform – and which can you not?
• When during the day are you most fresh?
• What does it take for the plan to succeed?

Your caseworker at the job center can also help facilitate the process and help find the right solution.

Workplace accommodations – adapting the work

Workplace accommodations are about adapting the work to your current situation. This can be changes to your tasks, working hours, working conditions, or other factors that affect your daily life.

Accommodations can be:

• Temporary: Something you need for a period while you recover.
• Permanent: Something that becomes a permanent part of your working conditions.

Examples of workplace accommodations

Here are some typical examples of accommodations:

• Physical limitations: You must not lift heavy objects, stand for long periods, or perform certain physical tasks.
• Breaks: You need more breaks during the day than usual.
• Working hours: You cannot work after 3 PM or can only work on certain days.
• Working from home: You need to work from home some days.
• Noise levels: You need a quiet work environment.
• Meeting structure: You cannot participate in long meetings or need short breaks during meetings.

Tip: Be specific and honest about what you need. It's better to say "I need a 15-minute break in the middle of the day" than to say "I need some flexibility."

Talk to your employer

It's important that you talk openly with your employer about your accommodation needs. Many employers want to help – but they can only help if they know what you need.

Make a plan together so you both know what to expect. Write down the agreement so you can refer back to it if misunderstandings arise.

Compensation schemes

If you have a disability – physical or mental – that affects your work capacity, you may be entitled to compensation schemes. These schemes are designed to ensure that people with disabilities have the same opportunities to participate in the labor market as everyone else.

In Denmark, the Danish Agency for Labour Market and Recruitment states:

"Persons with a disability shall have the same opportunities to participate in the labor market as persons without."

What can compensation schemes help with?

Compensation schemes can help overcome the barriers you face in relation to:

• Your job
• Education
• Programs initiated by the job center

There are six different schemes in Denmark:

• Personal assistance for employment: Practical help in the workplace.
• Personal assistance for education: Support during courses and continuing education.
• Assistive devices and work tools: Special equipment or workplace adaptations.
• Icebreaker scheme: Wage subsidy for newly graduated persons with disabilities.
• Mentor scheme: Personal support for a period.
• Priority access: Right to a job interview for public positions.

From sick leave to recovery

Your path from full-time sick leave to recovery might look like this:

1. Full-time sick leave: You are completely away from work.
2. Partial return: You start working some hours while still being partially on sick leave.
3. Gradual increase: You increase the hours over time.
4. Full return: You're back to the level that suits you – whether that's full-time or something else.

Along the way, you can use accommodations and compensation schemes to ensure the transition succeeds.

Practical tips

• Start slowly – it's better to start too slowly than too fast
• Be honest about what you can and cannot do
• Make a written agreement with your employer
• Plan regular evaluation points
• Contact your caseworker if you're unsure about your options
• Explore whether compensation schemes can help you

FAQ

Next step

You now have an overview of the tools that can help you return to work. In the next guide, we look at communication with your employer – an important part of the process.

Remember: A good and safe return requires planning, dialogue, and patience. Take it at your own pace.