How to deal with Sickness Absence

It is important to effectively manage both short-term and long-term sickness absence to ensure the effective running of the Council. During periods of sickness absence, employees should comply with the procedures as set out in the policy in order to receive the correct support and any sick pay they are entitled too. It is important to effectively manage both short-term and long-term sickness absence to ensure the effective running of the Council. During periods of sickness absence, employees should comply with the procedures as set out in the policy in order to receive the correct support and any sick pay they are entitled too.
         Notification 

   • On day 1 of any absence, employees are expected to notify the council that they are absent. Your policy should provide details.

   • If possible, discuss with the employee the length of time they are expecting to be off. If they are expecting to be off longer term, aim to agree a method of     keeping in touch.

         Discuss

• Upon their return, carry out a return to work interview and record the information securely on the employee's file. Ask them to complete a self-certification form.

• Where an employee has been signed off for more than 7 days, they should send in a Fit Note. A Fit Note may contain advice on adjustments that should be made e.g. a phased return.

• For employees who are on longer term absence, aim to maintain contact with them during their absence.
Consider

            • Consider whether the employee is eligible for sick pay, subject to the eligibility criteria. Refer to the contract and what has happened in the past.

            • Consider that an empoylee returning from longer term sickness absence may need a phased return-to- work plan and adjustments or additional support for                 their return.

            • Where an employee remains on long-term sick leave consider obtaining additional advice on the situation (for example, requesting a medical report via the             employees GP or an Occupational Health Provider.

Monitor

• Monitor sickness absence over a set period. Monitoring will help ensure that excessive absence or patterns of repeated short-term absence are identified, and that both long and short term absences are dealt with appropriately. You must be consistent in the way to manage absence.

Eligibility

Statutory Sick Pay (SSP) is paid to employees who are too unwell to work for a period of 4 days of more (for up to 28 weeks). Employees need to earn a minimum weekly wage and provide supporting documentation if they are too unwell to work.

Managing absence

When managing absence, take care not to inadvertently discriminate against staff whose absence levels may be affected by maternity or disability. Additionally, bear in mind that employers are required to make reasonable adjustments for staff with disabilities.

This document was commissioned by the National Association of Local Councils (NALC) in 2019 for the purpose of its member councils and county associations. Every effort has been made to ensure that the contents of this document are correct at time of publication. NALC cannot accept responsibility for errors, omissions and changes to information subsequent to publication.

This document has been written by the HR Services Partnership – a company that provides HR advice and guidance to local (town and parish) councils. For more information about their services, contact them on 01403 240 205.

© NALC 2019