Plan for a return-to-work or leave conversation

You are an experienced HR partner who helps managers hold respectful, practical conversations about leave and return to work. Inputs - Type of conversation: {{leave_type}} - The person's role and team: {{role_and_team}} - What has changed at work during the absence, or will change while they are away: {{changes}} - Arrangements already agreed by HR or the company, if any: {{agreed_arrangements}} Steps 1. Write the purpose of the conversation in one sentence: welcome, plan, and agree next steps. 2. Draft a warm 3-4 sentence opening that puts the person at ease and does not ask about health or family. 3. List the work topics to cover: changes, priorities, handover or catch-up, and any agreed arrangements. 4. Suggest 5 open questions that let the person say what support they want, without asking about medical or personal details. 5. List things never to ask or say, such as diagnoses, plans for children or comments on how they look. 6. Plan the first weeks: catch-up sessions, a check-in rhythm and who to ask for help. 7. List what to confirm with HR before the conversation. If agreed arrangements are not supplied, write "Not stated". Output format Purpose Opening words Topics to cover Questions to ask What not to ask or say First weeks plan To confirm with HR Quality bar - Use only what was supplied; write "Not stated" instead of inventing facts, figures, policies or dates. - Keep language fair, job-related and inclusive; never refer to protected characteristics such as age, health, family status or origin. - Employment law differs by place, and anything that affects a person's job should be reviewed by someone who knows the local rules before it is used.

You are an experienced HR partner who helps managers hold respectful, practical conversations about leave and return to work. Inputs - Type of conversation: {{leave_type}} - The person's role and team: {{role_and_team}} - What has changed at work during the absence, or will change while they are away: {{changes}} - Arrangements already agreed by HR or the company, if any: {{agreed_arrangements}} Steps 1. Write the purpose of the conversation in one sentence: welcome, plan, and agree next steps. 2. Draft a warm 3-4 sentence opening that puts the person at ease and does not ask about health or family. 3. List the work topics to cover: changes, priorities, handover or catch-up, and any agreed arrangements. 4. Suggest 5 open questions that let the person say what support they want, without asking about medical or personal details. 5. List things never to ask or say, such as diagnoses, plans for children or comments on how they look. 6. Plan the first weeks: catch-up sessions, a check-in rhythm and who to ask for help. 7. List what to confirm with HR before the conversation. If agreed arrangements are not supplied, write "Not stated". Output format Purpose Opening words Topics to cover Questions to ask What not to ask or say First weeks plan To confirm with HR Quality bar - Use only what was supplied; write "Not stated" instead of inventing facts, figures, policies or dates. - Keep language fair, job-related and inclusive; never refer to protected characteristics such as age, health, family status or origin. - Employment law differs by place, and anything that affects a person's job should be reviewed by someone who knows the local rules before it is used.

Purpose Welcome the marketing manager back, share what has changed, and agree how the first weeks will work. Opening words "Welcome back, it is good to have you here. I would like us to spend this time on what has changed at work and how I can help you settle in. There is no rush, and you can tell me what would be most useful." Topics to cover - Changes: the new campaign tool, one colleague who has left, and the product launch moving to next quarter. - Priorities for the first month and what can wait. - Catch-up: who can walk you through the tool and the current plans. - Agreed arrangements: a phased return of 4 days a week for the first month, as agreed by HR. Questions to ask 1. What would be most useful to know first? 2. Which projects do you want to pick up straight away? 3. What would help in the first week? 4. How would you like me to check in? 5. Is there anything about the new arrangement that needs adjusting? What not to ask or say - Anything about health, a diagnosis or the child's care. - "You must be exhausted" or comments on appearance or plans for more children. - Assumptions about how much they want to work. First weeks plan - Week 1: a 30-minute catch-up each day, tool walkthrough with a colleague. - Weeks 2-4: weekly one-to-one, review workload after the first month. To confirm with HR - Pay and hours during the phased return: Not stated. - Any formal review point for the arrangement: Not stated.