If you have a staff member who's dealing with an unexpected major illness or must take time away from work to deal with treatment for a chronic condition, you can only imagine how difficult their absence must be to deal with.

From worrying about falling behind in their work, to dealing with unsympathetic peers who have to pick up their responsibilities, a worker on sick leave will often imagine the worst — but you, as his/her supervisor, can do a lot to relieve this stress.

Use these research-driven tips to offer your workers compassionate and constructive help.

Talk early and often.

German researchers report that employees are more likely to be away for a longer period if their physical condition is compounded by depression, anxiety or emotional exhaustion.

Managers who immediately open a consistent line of communication to workers on sick leave may actually be able to help those workers feel understood, and emotionally ready to come back to work sooner. Conveying your understanding, demonstrating recognition of a worker's problem, plus your willingness to help solve any issues and the fact that you care, are key.

Maintain supportive contact through phone and/or email with your worker at least twice a week.

Establish a clear plan regarding work responsibilities.

Plot out exactly how your staff member's work will be handled in his/her absence — this will lessen concerns about falling behind, or being out of the loop when the worker returns to the office, according to a study from the University of East Anglia and Stockholm University.

Let your staff member know exactly who will be taking care of his/her projects, and look for opportunities to let your staff member work at home in some capacity if that's feasible.

Make co-worker support an office policy.

That same study found that having well-designed routines in place for workers with health problems will mean co-workers understand precisely how and when they'll be expected to pitch in a peer's absence.

This will stop a worker who's been on leave from experiencing any resentment from peers who didn't realize their workload would increase on account of that absence, and will help everyone see clearly how a returning employee will be integrated back into the mechanics of projects upon returning to work.

Take money out of the equation.

Look for every way possible to make paid time available to your worker, according to his or her needs and wishes. Investigate and list all vacation days and personal days coming to the employee, as well as payments such as bonus checks or stock payout availability that may be due.

Then, schedule a meeting by phone if the worker has just been admitted to the hospital, or must stay home, and outline all these options clearly; this will give your worker a sense of relief and control.

Be flexible.

An employee who's dealt with illness may be honest with you about his/her feelings of frustration once back at work. Let your worker know you understand it takes time to readjust; lighten your worker's schedule as needed, and express your ongoing support.

This will build a great sense of respect and trust between you and your employee — and your entire team will admire and emulate the effort.