A stroke can dramatically change someone’s life, and your employee will need your support. They may be experiencing emotional, mental or physical changes. They may also be worrying about their financial situation and find themselves navigating an unfamiliar benefits system.

Here are our tips to help you support them the best you can. We also have information about supporting people with communication problems and other effects of stroke.

1. Timing is important

Often people just want to get back to ‘normal’ after a stroke, so it can be tempting to rush back to work. But if employees return to work before they or you are ready, it can lead to problems later. On the other hand, too much of a delay can affect someone’s confidence and make it more difficult when they do come back.

The best thing to do is to stay in touch with your employee and plan for their return together. Agree with them how often you will contact them and by what method. Planning together will help you understand what support they need and give you time to put it in place before they come back. This should make it much easier for both of you.

2. Ask the expert

Every stroke survivor is an expert in their own needs. So don’t be afraid to ask your employee about the best ways for you to support them. Start by being open and supportive. Let them know their needs are important. And keep talking.

It can take time to become aware of all the different changes that happen after a stroke. So, your employee may not have all the answers straight away and things are likely to change as time goes on.

3. Listen

It’s really important to set up clear, open channels of communication with your employee as soon as possible, so you can understand how their stroke has affected them. Listen without judgement and ask questions to make sure you understand.

4. Don't make assumptions

No two strokes are the same, just like no two people are the same.

Some people will have visible disabilities (such as problems walking). For others, their disabilities may not be as easy to spot (such as problems with concentration or fatigue, which is tiredness which does not get better with rest).

Less visible disabilities can make it difficult to know someone needs support. That’s why it’s important to ask and listen.

5. Respect their privacy

Be sensitive to your employee’s right to privacy. They may not wish to disclose their disabilities or the fact they have had a stroke. Ask them if they would like to let other colleagues know and, if so, who. Decide together the best way to do this.

With employer support and reasonable adjustments, I was able to stay in my job and continue my career.

Annabel, stroke survivor

6. Check guidelines and policies

Find out if your organisation has policies in place for long-term illness or absence. Familiarise yourself with these and speak to the relevant teams, such as Human Resources and Occupational Health, for additional guidance.

If the person is unable to return to work, make sure the right processes and clear communication are in place, to ensure a fair outcome for you and your employee.

Check what financial support your employee is entitled to, such as sickness pay and health insurance. Make sure you give information as promptly as you can, so your employee has enough time to respond. Present it in a clear, honest way that is easy to understand.

7. Ask about support

Your employee may be able to get practical support via Access to Work. Your employee may also be receiving support from an NHS occupational therapist (OT) who can help them decide when they are ready to return to work. Your employee may be able to put you in touch with their OT, so they can help you understand how the stroke has affected your employee and answer any questions you may have.

8. Create a return-to-work plan

Arrange ways to keep in touch while your employee is away from work. Once they are ready, meet to create a plan for returning to work. This can include the number of days they will work each week and how many hours each day.

Most people find a phased return which allows them to gradually build up to their previous working hours, helps them to get used to working again.

You should also review the tasks they do and any changes that need to be made to them. It’s also a good opportunity to update your employee on any changes at work while they were off. We have more details on what a return-to-work plan could include.

9. Trial and review

Your employee’s needs are likely to change as their recovery continues. Set regular times to review the arrangements you’ve agreed. Be honest about what is or isn’t working and encourage your employee to do the same. Try to be as flexible and creative as you can.

Your reviews don’t have to be formal meetings. You could have a weekly chat over a coffee. Do keep notes, as this can help you both see the person’s progress, as well as any problems that need to be addressed.

10. Be flexible

It’s likely your employee will continue to have appointments with health professionals once they return to work. You should try to allow time off for these appointments, as they will be an essential part of their recovery. They also help the person to maximise their contribution to your workplace. Some organisations have a medical and disability leave policy.