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How should employers manage short-term sickness absence on a day-to-day basis?

Employers should have clear rules in place requiring employees to report all absences in a defined manner and provide appropriate certification. These rules should be rigorously enforced. Line managers should carry out return-to-work interviews after every period of absence, whatever its length, and keep clear records of the absence and the reason for it.

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Why is it important for employers to take steps to manage sickness absence in a proactive way?

How can employers reduce the incidence of employees taking time off work on account of stress?

Is it acceptable for a line manager to maintain contact with an employee during a period of long-term sickness absence?

What should a manager do if he or she suspects that an employee has an alcohol or drugs dependency?

Are there any steps that a line manager should take when an employee returns to work after a period of long-term sickness absence?

What are employee assistance programmes and how do they work?

What should an employer do if it receives a fit note saying that an employee "may be fit for work taking account of the following advice"?

How will fit notes change the way in which employers deal with long-term sickness?

What should an employer do if it suspects that an employee's reported sickness absence is not genuine and is due instead to him or her taking time off work to watch a football match?

Can an employer use its absence management procedure in relation to an employee who has been absent due to a disability if this could result in disciplinary action?

In what circumstances might an employer need to obtain a medical report on an employee?

From whom can an employer obtain a medical report on an employee?

Can an employee who initially indicated that he or she did not want to see a medical report before the medical practitioner discloses it to the employer subsequently request to see it?

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