Returning to Work After Conflict or Leave
Rebuild working relationships.
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[VERIFY] is an editorial flag, not a blank to fill. Wherever the prompt shows [VERIFY], check that item against a reliable source before you use it.
Plan a return-to-work conversation. Employee and the reason for absence or conflict: [EMPLOYEE_AND_REASON]. What has changed while they were away: [CHANGES]. Adjustments that may be needed: [ADJUSTMENTS]. Team context: [TEAM_CONTEXT]. Create: a pre-return checklist (what the person wants colleagues to know, access and equipment, workload plan, buddy); a first-day conversation agenda with warm, non-intrusive questions; a phased plan for the first four weeks; a script for the manager (60 words); a message to the team respecting the person's privacy; and review dates. Rules: do not ask for medical details beyond what is lawful and necessary; follow agreed adjustments; avoid gossip. If a medical condition or disability may be involved, take guidance from HR on duties to adjust and confidentiality in [JURISDICTION] [VERIFY]. Add a short note on supporting the employee's wellbeing and signs that more support is needed. Add a four-week phased plan as a table, a checklist for the manager's first-day conversation, and a list of adjustments to consider, noting that any adjustment relating to health must be handled with HR and kept confidential. The text is a starting draft and does not constitute legal or HR advice. Have the legal, contractual and policy content verified by an employment lawyer or HR professional who understands [JURISDICTION].
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