At ViewHR, we are receiving many calls from employers hoping to understand the current status of the Statutory Sick Pay (SSP) situation regarding the covid changes and where they stand in relation to the management of absence in a remote working model.
There are tools and practices at an employers’ disposal to effectively manage sickness absence whether or not working remotely. The key is to do it the right way and to have good practices in place including a sickness absence policy, return to work meetings, monitoring as well as training managers to deal with sickness absence.
Long-term absence is a delicate matter and requires consideration on a case-by-case basis. It is important that long-term absence is dealt with empathetically, professionally and considerations are given to the condition(s) causing the absence, any treatment undertaken, medical reports and appropriate levels of contact with the employee. As an employer, you need to be mindful of the possible risks of a disability and how this affects your duties to the employee.
Unauthorised absence is a different matter, if necessary, this can be dealt with through your disciplinary procedure. However, we would always recommend clients investigate matters before rushing into disciplinary procedures. Tread carefully, just because the absence is unauthorised, doesn’t mean there wasn’t a genuine reason for their absence.
It is important that a business manages sickness absence and creates a culture where genuine sickness absence is supported but unjustified ‘sickies’ are unacceptable.
If you require external support with your sickness absence policy, your sickness absence levels or have concerns regarding an employee’s sickness absence, please get in touch.
Heidi Roper, Director of View HR Limited.
hr@viewhr.co.uk | 01425 205390
www.viewhr.co.uk
This article is featured in the March issue of the Dorset Business Focus magazine. Read on the online version here.