Absences can take many forms, they can be complex and often sensitive to manage. The absences may be short or long term and caused by; pregnancy, disability, a degenerative condition or down to related stress. Each case will present its own particular challenges.
Managing sickness absence is a core day to day activity for most managers and HR practitioners, but our experience suggests that many line managers still struggle to manage absence consistently and effectively. Mistakes can be costly and may result in employment tribunal claims as a result of unfair dismissal or discrimination. We can help avoid this with authoritative HR advice and assistance.
There are a number of ways managers can effectively oversee sickness absence.
It is vital that staff are informed of the terms and conditions relating to incapacity to work which result from ill health. A full sickness absence policy should be in place to inform staff of how their absence will be managed and the standards of attendance they need to maintain to avoid potential dismissal.
Practical tip: Consider producing a guide for managers to assist them in implementing the sickness absence policy. This should provide practical guidance on how to deal with difficult or complex sick absence cases.
Employees are often promoted into management roles because of their technical expertise as opposed to their proficiency in people management. Managers need to be trained to manage sick absences proactively and ensure that preventative measures are in place to support staff. Training should deal with the implementation of the sick absence policy and must be refreshed regularly, especially when legislation or policy changes.
Practical tip: It is essential when dealing with more complex sick absence issues that managers get expert HR advice from a relevant professional. Ensure that managers have contact details of an HR professional that they can consult for advice and guidance.
When managing an individual’s sickness absence, it is essential that records are taken of when and why the individual was absent. An accurate record will also determine whether there is a pattern to the absences, for example, if a disproportionate number of Mondays are taken off sick.
You will need to take a different approach in managing someone who is constantly having short bursts of absences due to a variety of different reasons in comparison to someone who has been on long term sickness absence relating to persistent ill health.
Practical tip: You are required by law to make reasonable adjustments for disabled staff. Consider how you will include this in any sickness absence policy and how this will be recorded. Some employers discount any disability related absences from a sickness record. Deciding whether a member of staff is disabled is a complex legal issue that Employment Tribunal Judges often have difficulty deciding, so it is not surprising that managers need assistance and support in dealing with these issues.
In most cases a medical view can be obtained from an individual’s GP, but they may not be skilled in advising on the impact of a health condition on an individual’s job role. In some cases, you may require an opinion from an occupational health physician or even a medical consultant (for example a psychiatrist for a mental health condition).
Practical tip: Ensure that managers know how to prepare referrals to medical experts in order to obtain practical solutions to support the individual in attending for work regularly. Also ensure that a medical professional has the background details of any sickness absence from the employer’s perspective. Otherwise the medical expert will only be able to advise on what the employee has told them.
Investing in the good health of staff and introducing measures to create a healthy workplace, should help prevent some absences related to ill health.
Most businesses now provide staff with information to educate them on how to manage their own health and well-being including guidance on smoking cessation, exercise and healthy eating.
Practical tip: The best form of preventative action is to talk to staff who are experiencing issues that are causing absence. Policies, training and expert opinion can all assist, but working closely with staff puts managers in the best position to identify when there may be a problem. This also helps managers in identifying how to provide support to enable the individual to avoid sickness absence.
We have extensive experience, advising employers in all sectors on all aspects of sickness absence management and disability discrimination. If you would like further HR advice and assistance, please contact us.
For more information on our absence management services or HR advice, get in touch for a friendly chat.