What Can Employers Do to Manage Long-Term Sickness Absence?
In this article we will consider what steps an employer can take to effectively manage their staff back into the workforce when an employee is on long-term sickness absence.
ACAS has also recently released new and updated guidance on managing sickness absences which provides a useful overview of the points an employer may consider taking, the suite of guidance can be accessed here: Holiday, sickness and leave | Acas.
How to manage sickness absence:
Employee sickness absence can often be an unavoidable inconvenience and employers understandably want to minimise the impact this has on productivity and finances, whilst ensuring compliance with their legal obligations.
Alongside the ACAS guidance, below are some points for employers to consider when managing sickness absence:
- Absence policies and procedures – put in place policies to set clear expectations of your employees if they are off sick or absent from work for any other reason, for example, holidays or family leave. What are they expected to do, who do they need to notify and what can they expect from you as their employer? Clear policies will not only assist your employees, but also your team supervisors and managers who may be responsible for applying the policies and managing absences.
- Record and reduce sickness absence – record all employee absences and keep track of these. Some businesses implement absence trigger points for example, if an employee has reached a specific level of sickness absence in one year this is reviewed, raised with the employee and appropriate next steps taken. This not only deters an employee “pulling a sickie” but also provides the opportunity to address and discuss any problems with recurring absences early on, before it becomes too disruptive.
- Keeping in touch with open and honest dialogue – this will apply on a case-by-case basis but you should keep in touch with your employees who are on leave. Checking in with employees can help them feel supported and ensure they remain part of the business. In addition, return to work interviews are invaluable once an employee is back to work, not only can you check that the employee is fit and able to return to work but also ensure they can raise any concerns comfortably about their return.
- Be proactive not reactive – don’t turn a blind eye to problems or patterns forming, such as a day off sick after each big football match, or sick days either side of a bank holiday. Try to address and solve these before they become difficult and unmanageable.
- Occupational health, GP report or expert advice – it often becomes necessary during periods of long-term sickness absence to seek expert advice on an employee’s potential to return to their role, when this may occur and if any adjustments or assistance may be necessary to assist them in their return. Depending on the nature of the absence, such advice may be taken from occupational health, the employee’s GP or other medical expert providing them with care or specialising in their particular area of ill health.
Avoid an all or nothing approach:
It’s a common scenario that when an employee is on long-term sick leave due to an illness, disability or other situation that if they cannot do their role to the fullest ability, they do nothing at all. Of course, occupational health or other expert advice can be of assistance in these matters and we will share a further article shortly on the proposed reforms to occupational health services, but employers should also focus on what the employee can do instead of what they cannot do.
If someone is unable to continue with the intensity of their role for example, full-time hours, can the business offer flexible working, part time working or a job share as an alternative to manage the employee back into the business?
If someone can no longer do their role due to physical limitations for example, consider whether you can establish and use their skills and knowledge elsewhere. Are there elements of the role they still can do, can you invest in technology which can assist or could their knowledge and talent be put to better use in a less physical job?
The aim in the majority of sickness absence management matters is to retain, not recruit and retrain. The recruitment and retraining of individuals can be a huge financial cost to any business but with proactive measures and the right adjustments may be avoided in some circumstances. There will however be certain situations in which the employee’s employment simply cannot continue as a result of their ongoing long-term absence and we are always on hand to provide case specific assistance in such circumstances.
For further information on how we can help you manage sickness absence effectively to minimise the impact to your business, or if you have a query on any other area of employment law, please contact our Employment Team on 01246 555 111 or contact:
Amy Hallam, Head of Employment 0114 3496989 or email amy.hallam@brmlaw.co.uk
Ellie Leatherday, Associate 01246 564 002 or email ellie.leatherday@brmlaw.co.uk
Jade Taylor, Trainee Solicitor 01246 564 058 or email jade.taylor@brmlaw.co.uk
