Plan an employee's return to work after a long leave

Help me plan the return to work of {{employee_role}} after {{leave_length}} of leave, for {{manager}} and the returning employee to agree together, so that their first weeks back are planned rather than improvised and they can catch up without being buried.

Return date and agreed working pattern: {{return_details}}

What changed while they were away (team, projects, tools, people, priorities):
"""
{{changes}}
"""

Their role and responsibilities before leave: {{role_before}}
Adjustments already agreed, if any (phased hours, schedule, location): {{agreed_adjustments}}

Our relevant policies (keep-in-touch days, phased return, flexible work), as far as they apply:
"""
{{policies}}
"""

Produce, with a heading for each part:
1. A welcome-back message from the manager, under 150 words, to send a week before the return: the plan for day one and an invitation to raise anything they need.
2. A catch-up brief: the changes above, sorted into Need to know in week one, Need to know in the first month, and Can wait.
3. A plan for the first four weeks as a table with the columns Week, Focus, Meetings, Responsibilities handed back.
4. Questions for the first check-in meeting, five at most, about what they want and need, not about their leave.
5. A short list of who does what before the return date, such as restoring system access.

A good plan gives work back in stages and lets the person shape it. For example, one row of the table could read: "Week 2 | Client accounts | Handover call with the person covering | Takes back two of five accounts". This shows the form only.

Do not ask about or mention the reason for the leave, health details, childcare or family plans, and do not assume they want fewer responsibilities, because those are their decisions. Make sure nothing in the plan takes away responsibilities or changes their role compared with before the leave; if the changes above seem to do that, flag it at the top for {{manager}} and HR to discuss with the employee, since it can raise legal questions. If a policy or adjustment is not given, write "[confirm with HR]" rather than assuming what applies.