Working note
A useful agenda for the return-to-work meeting
Move beyond a return date by preparing hours, role changes, practical breaks, handover and written follow-up.
A return meeting works best when neither side has to discover the whole agenda in the room. Ask who will attend, what decisions can be made there and whether your role or reporting line changed during the absence.
State the proposed shape
Bring a preferred start date and, if relevant, a specific working pattern. “Part time” is not yet a schedule: note weekly hours, working days, flexibility boundaries and the date from which the arrangement is requested. Keep a fallback separate from the main proposal.
Ask about the role you are returning to
Request an account of material changes to responsibilities, systems, team structure and current priorities. Identify training or access that must be restored. The aim is not to absorb months of updates at once, but to agree what the first weeks require.
Include practical protection needs
Where relevant, place breastfeeding breaks, workplace risk considerations or medical restrictions on the agenda without disclosing unnecessary health detail. Determine the correct HR or occupational-health channel for matters the manager should not handle alone.
Close in writing
End by naming each agreed action, owner and date. Send a concise follow-up after the meeting and invite corrections. If the discussion exposes a potential breach of rights, disputed role change or deadline, preserve the record and seek qualified legal advice.