Effective absence management involves finding a balance between supporting employees with health problems to stay in or return to work. Ensuring that the employer's business objectives are not compromised by repeated short-term or long-term absence.
This can be achieved through a combination of clear and comprehensive absence management procedures and good communication and early intervention by line managers.
Whilst some level of sickness absence is inevitable in any organisation, having appropriate policies and procedures in place for dealing with sickness absence can achieve positive results. These policies should state the standards of attendance expected of the employee and provide employees with information on any terms and conditions relating to incapacity for work due to sickness or injury, including any provision for sick pay.
If an employee is absent or likely to be absent for a long period, the employer should seek further information about their absence and obtain a medical report if appropriate.
Absence Management Procedures should set out the respective rights and obligations of both the employer and employee.
Sickness Absence Management Solicitor
A Sickness Absence Management Solicitor from Frederick Solicitors can assist you in dealing with all of the most common issues arising from sickness absences, including:
- Employees abusing your sickness absence policy.
- Employees seemingly intent on avoiding disciplinary hearings.
- Employees claiming unfair dismissal.
- Employees claiming work-related mental health issues.
- Employees suspended on medical grounds.
- What constitutes reasonable adjustments for disabled employees.
Expert Assistance Drafting Your Sickness Absence Policy
When it comes to employee relations there is no such thing as being over-prepared. This is especially true when it comes to the issue of your Sickness Absence Policy.
Every company should have a detailed Sickness Absence Policy that lays out in precise detail the company’s sickness-related procedures. That includes seemingly unimportant details such as the proper way to call in sick. Even tiny oversights can be exploited to your disadvantage by employees determined to do so.
But just as crucial as having a detailed policy in place is making sure it will pass legal muster. That’s where a Sickness Absence Management Solicitor comes in. They will put your prospective or existing policy under the legal microscope and ensure that there are no glaring loopholes or clauses or conditions that run contrary to employment law.
Dismissing Employees for Sickness Absence
The law provides mechanisms for legally terminating someone for sickness absence, but it is imperative that the conditions and mechanisms be clearly enunciated in the Sickness Absence Policy. In addition, there are certain procedural steps you will need to take to ensure the dismissal stands, those include:
- That you give the employee ample warning that they may face dismissal.
- That you give the employee a chance to improve their attendance record.
- That you make sure you have comprehensive records of all the employee’s absences and the stated reasons for those absences.
Dismissing an employee with an abnormal number of sickness absences can be done if you pay attention to details. However, attempting to terminate a disabled employee is typically a more involved process as they are protected by the Equality Act of 2010. In either case, you will want an experienced Sickness Absence Management Solicitor on your side.
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