If an employee won’t return, assess if their refusal is reasonable—e.g., health worries under the Health and Safety at Work Act 1974.
Discuss their concerns, review contracts for workplace clauses, and explore options like hybrid working. If the refusal lacks merit, disciplinary steps might follow, but document everything. HR mediation can find a middle ground, balancing employee needs with operational demands. A written return-to-work plan can clarify expectations and ease tensions. If health’s the issue, ask for a medical note to tailor adjustments fairly.
Helpful government guidance is available at: Health and safety at work on GOV.UK.