Whilst having staff away on long term sick can be hugely disruptive to the business, you must manage sickness absence the right way, or risk facing an expensive journey.
What is the right way?
- Face to face meetings
When your employee has frequent absences or long term sickness you should meet up with them. You need to establish the cause of their absence, what medical advice they may have been given, and what, if any, adjustments you may need to make at work for them. It is helpful to find out when they are likely to return to work, and if they can continue to do the job they were doing before.
- Medical advice
You must seek approval from the employee first but it is a good idea to seek medical advice. You can find out if there are any underlying reasons for the absence that can be resolved, if the illness will be covered under the Disability Discrimination Act, and what advice you need to be aware of for the future. We recommend utilising an Occupational Health expert in these circumstances.
- Making changes
Are you able to make reasonable changes to accommodate the needs of your employee? This may mean something relatively simple such as a change of chair, or adjusting their working pattern. You are not expected to be significantly out of pocket, but showing you have considered and tried to accommodate needs, can be hugely beneficial should it come to tribunal.
- Dismissal
Whilst it is regretful when somebody is absent with long term sickness, you cannot be expected to keep their job open indefinitely. You do need to consider the needs of your business as well as that of your employee. You shouldn’t spring this as a surprise on your employee – gradually introduce this idea, if it is evident there is no improvement in health. Think about what options are available – for instance could you offer an alternative role? When taking the decision to dismiss you should take into account length of service, employee performance etc.
There are times when an alternative approach is required due to extenuating circumstances, particularly if an employee is very seriously ill. You need to have the flexibility to consider this.
Regrettably, there are no guarantees to avoid the threat of tribunal, but if you follow these steps you will mitigate the risks.
For help with managing absence in your business, please contact us on 01256 328 428.