How do I support an employee returning to work after burnout?

Short answer: have a conversation before day one, agree a phased return over 4 to 8 weeks with reduced workload at first, and hold weekly check-ins. Agree what the team will be told, and fix the causes that led to burnout so it doesn't happen again.

Before the return

• Ask the employee how they would like to come back, and what they want colleagues to know.
• Involve your occupational health provider if you have one.
• Decide which tasks and responsibilities wait until later.

The first weeks

1. Reduced hours or workload, increasing step by step.
2. Weekly check-ins of 15 to 20 minutes.
3. No urgent projects or on-call duties at first.

Fix the cause

Look at what contributed: workload, role clarity, a difficult relationship, constant availability. If nothing changes, relapse is more likely.

Confidentiality

The diagnosis stays with the clinician. The company needs to know what to adapt, not why.

See also how to talk to a burnt-out employee and signs of employee burnout.

See the corporate burnout programme →