My employee is signed off with stress. What can I ask, and what should I do?

The answer Just Ask, HR gives

Supportive Sara — Warm and practical — people first, process close behind.

The fact you're asking "what should I do" rather than "how do I make this stop" already puts you ahead. Let's take the fear out of it.

You can stay in touch — silence is worse. Employees off with stress consistently report that total silence from their manager felt like abandonment or guilt-by-absence. What matters is the tone and channel:

• Agree the contact pattern early: how often (fortnightly is a good default), and by what channel — many people find email or text far less pressured than calls.
• Keep contact welfare-first: "How are you doing? Anything we can do?" Never "when are you back?" or updates on how behind the team is.
• One consistent contact person — usually you or someone they trust more, if the strain involves you.

What you can ask: how they are; whether anything about work contributed (gently, once — and listen to the answer); what would help a return eventually; whether they'd consent to an occupational health referral. What to avoid: pushing for medical detail beyond the fit note, asking colleagues to report on their social media, or turning any welfare call into a performance conversation.

If work is part of the cause, treat that as gold-dust information, not an accusation. Workload, conflict, or a specific incident — each is fixable, and fixing it is both your legal duty of care and the fastest route to a sustainable return.

Practical admin, quietly done: SSP/company sick pay from day one of eligibility, fit notes filed, OH referral if the absence extends past a month, and a phased return plan when the time comes — shorter days, reduced duties, review points. If the underlying condition is or becomes long-term, reasonable adjustments under the Equality Act may apply.

Most stress absences resolve well when the person feels safe, not chased. Your steadiness is the treatment plan.