Absence management
Absence Management
Sickness absence is the most common HR issue which employers face. Due to the potential interaction with claims for unfair dismissal and/or disability discrimination, it is important employers get the correct level of support when managing sickness absence.
Kate is on hand to navigate your teams through sickness absence policies and occasionally, overlapping procedures e.g. sickness absence management, misconduct and/or related grievances.
Objectivity and an awareness of evolving case law is key to handling sickness management procedures successfully. Kate consistently delivers advice with this in mind.
Kate works with a number of occupational health providers who produce both clear and detailed reports. It is important that reports provide clear guidance on any potential adjustments which need to be made, or whether the individual’s condition amounts to a disability under the Equality Act.
Contracts and policies
Are your contracts and policies sufficiently clear on how an employee’s absence will be handled? Clear, user-friendly policies set expectations for employees and streamline the absence management process for HR teams and managers.
Useful occupational health reports
Kate appreciates the importance of obtaining detailed occupational health reports which organisations can use as a steer for further support, adjustments or potentially, capability dismissals. Through targeted questions, Kate can ensure you get the most out of your occupational health reports.
Overlapping procedures
Clients often find themselves in the middle of managing an employee’s sickness absence when the employee lodges a grievance about how their sickness absence is being handled, or claim that their treatment amounts to disability discrimination. Kate has extensive experience of dealing with overlapping procedures and can navigate your HR teams or managers through these challenges.
Ill-health caused by employer
Ill-health caused by the employer is most common when considering mental, rather than physical impairments. Accidents at work which result in physical injuries of course still occur. In both cases there is specific case law surrounding the handling of absence management when absence is caused by the employer. Kate can advise on this issue.
Procedural issues in frequent, short-term absence cases
In cases of short-term intermittent absence, fairness will mean ensuring that the employee is aware of the standards of performance expected of them; the impact the absence is having on colleagues and the overall organisation and the likely formal action as a consequence of further, repeated absences.
Exploring Alternatives to Dismissal
When an employee cannot return to work, employers are encouraged to explore alternatives to dismissal, such as alternative roles or reasonable adjustments. Kate also advises clients on the interaction between potential employment claims and the availability of benefits such as permanent health-insurance or ill-health retirement.
Comprehensive Sickness Absence Management
for Employers
Call Kate today on
07549894819
Absence management
Sickness absence is the most common HR issue which employers face. Due to the potential interaction with claims for unfair dismissal and/or disability discrimination, it is important employers get the correct level of support when managing sickness absence. Kate regularly advises on the following:
· Getting the most out of your occupational health report.
· The creation or application of sickness absence policies.
· Managing malingerers in the workplace.
· When holidays coincide with sickness.
· Up to date case law on the definition of disability under the Equality Act.
· Reasonable adjustments.
· Manging persistent, short-term absences.
· Managing employees’ long-term ill-health.
· Implementing capability procedures.
· Alternatives to dismissal where the employee is unable to return to work.
