I keep reading how effective Return to Work interviews can be in managing sickness absence however, my experience is the opposite.

My organisation has decided that line managers are too busy to be responsible for RTW and therefore HR should carry them all out.

Our employees do not seem at all fazed about having RTW interviews in fact, in a lot of cases, they seem to look forward to them although they never give much information away when we do them.

We suspect some absences may be linked to boredom or work pressure but our employees always insist they are not.

We also have a couple of employees with very dubious repeat illnesses.

Does anyone out there have any advice on how to make RTW interviews effective and/or some examples of paperwork/questions I may be able to revamp ours with?
Alison Young