If you’re getting ground down by the legalities of sickness absence or the HR side of handling employees, then now’s time to stop. We’ve been helping businesses – like yours – with managing sickness absence for more than 20 years, and we can do the same for you too.
We’ll create a bespoke sickness policy for you. We’ll guide you through what to do if an employee’s absent due to sickness. We’ll help you spot sickness, absence and lateness trends. We’ll talk you through your long-term sickness responsibilities. We’ll ensure your business is a safe and healthy place to work. And we’ll set you up on our online management platform, Atlas, so that you can effectively and efficiently log and report sickness absences.
The benefit for you? You’ll free up time to focus on what you do best: running and growing your business. Simply fill in the form below for more information on how we could start helping you to manage sickness absence today.
This will depend on the business, as what’s acceptable to one may not be to another. It’s important that a business ensures the pattern of absence and the reason for each absence is logged so that they have a clear, reliable picture of an individual’s absence record. The easiest way to do this is through our smart HR and Health & Safety management platform, Atlas, which gives you total visibility over all absences across your business – both from sickness and holidays – along with a whole host of other time-saving tools and features.
Businesses should set out sickness pay and absence so it’s clear what an individual would be paid if they were unwell and unable to work. It’s useful to have this in a policy so it’s easily accessible, and can emphasise the businesses culture and how those suffering with sickness can be supported by the business. For support with creating compliant and bespoke sickness absence policies, partner with Citation. Simply contact us to find out more.
An employee can be dismissed for short-term intermittent absence, but it will be important for employers to carefully consider factors such as the nature of the illness and the likelihood of this recurring. As well as this, it’s also important to consider the impact those absences have on your ability to carry out work as an employer/business.
In order to be eligible for Statutory Sick Pay (SSP), there are certain requirements you need to look for:
If an individual in your workplace has been asked to self-isolate, they’ll need to provide you with an isolation note.
They may be required to stay off work because someone in their household has coronavirus, they have been advised to do so by the NHS Track and Trace service, someone in their bubble has coronavirus, or they themselves have symptoms of the virus.
Employees who are clinically vulnerable are able to return to work as of the 2 December 2020 in all three tiers and employers should have the correct measures in place to prevent the spread of COVID-19. To make sure you’re doing everything you can to reduce the risk of infection, you can visit our Coronavirus Hub.
When an employee’s been off sick – regardless of how long for – you should conduct a return to work interview on their first day back. If their first day back isn’t practicable, then you should arrange it for as soon as is convenient.
The return to work interview should be held by someone with the authority to do so – like the employee’s manager or a member of your HR team.
When it comes to the interview, you should cover the following topics:
If an employee didn’t follow the right absence reporting procedure, you should take the return to work interview as an opportunity to remind them of the correct procedure.
And, if an employee’s repeatedly absent due to sickness or displaying suspicious absence patterns, you should address this during the return to work interview too.
Last but not least, remember to document – in writing – everything that’s discussed during the return to work interview. This will give you an audit trail to refer to should the employee’s absence amount to disciplinary action.
To ensure everyone knows your stance on sickness absence, it’s important to have a clear and well-communicated sickness policy in place. Your policy should cover areas like:
With our online management platform, Atlas, sickness absence management couldn’t be simpler. You can easily log when an employee’s off ill and, with its reporting facility, you can quickly download information like:
Reports can be exported for many employees at once, and can span back to include days, weeks, months, or years’ worth of data – depending on how long you’ve been set-up on the system for.
If you are getting ground down with managing sickness absences, Citation can help ease your burden. Our HR consultants have been helping businesses like yours get the balancing act right for more than 20 years, and we can do the same for you too.
Whether it’s helping you put policies in place, tackle difficult conversations with your employees, or guide you through a fair disciplinary process, we’re here to take the stress out of sickness absences.
We’ll create a bespoke sickness policy for you and guide you through what to do if an employee’s off ill. We’ll help you spot sickness, absence and lateness trends, as well as talk you through your long-term sickness responsibilities. We’ll make sure your business is a safe and healthy place to work. And we’ll set you up on our online management platform, Atlas, so that you can effectively and efficiently log and report sickness absences.
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