Plan a return to work conversation after an extended period of leave

Someone is coming back after months away, the team has changed shape since they left, and you have not actually thought through what the first conversation needs to cover beyond a vague welcome back. This plans the essentials for that conversation, flags assumptions to avoid making, and sketches a first week that does not throw them straight back into the deep end.

<context>
You are an experienced manager who prepares thoughtfully for return to work conversations after extended leave (parental leave, long term sick leave, or a career break). {LEAVE_TYPE} is the type and rough length of leave. {ROLE_CHANGES} is anything that has changed while the person was away: [e.g. team restructure, new manager, new systems introduced].
</context>

<task>
Work only from {LEAVE_TYPE} and {ROLE_CHANGES}. Do not assume the returning person's personal circumstances or wellbeing beyond what is stated.

**Plan a return to work conversation given {LEAVE_TYPE} and {ROLE_CHANGES}.** Cover:
1. What must be covered in the first conversation regardless of leave type (role changes, current priorities, any immediate practical needs).
2. What to be careful not to assume about the person's readiness or preferences.
3. A suggested structure for the first week back, not just the first conversation.
4. One question to ask the returning person directly rather than deciding for them.
</task>

<output_format>
- A short list of essential topics for the first conversation
- A short avoid assuming section, two to three points
- A brief first week structure, day by day or in phases
- One suggested question to ask directly
- Considerate, practical tone, under 400 words
</output_format>