The workplace is a setting where mental illness, especially burnouts are common in a perspective of public health. According to labor law legislation the employer is responsible of the health and working environment which also includes return to work and sickness for the employee. Due to difficulties caused by mental illness a need of methods is required for best possible results. The aim of the thesis is to investigate how key persons (municipal and HR managers) in municipal organizations perceive Workplace dialogue for return to work as a method in sickness and rehabilitation due to mental illness. A qualitative method has been used and through purposive sampling five individuals from a municipality in Dalarna were interviewed mainly by phone. All respondents were given a presentation to generate a perceive at the interview, the reason because previous experience about the method did not exist. To achieve the aim a qualitative content analysis with inductive approach are implemented as method. The result depicts that key persons in municipal organizations perceive Workplace dialogue for return to work as a positive method that gives ability to equalize balance of ascendancy, include both employer and employee and increase self-awareness of those affected. Some obstacles that emerged were the rehabilitation coordinator's skills of having the rehabilitation cases and fewer everyday conversations. Some conclusions from the result is that the method is perceived to befriend for both the employer and the employee. The perception of utility describes of the communication and dialogue between the employer and the employee