Editor's message: Managing cases of long-term sickness absence requires specific tools and techniques. As an employer, you will need to manage cases of long-term sickness in a compassionate and compliant manner, while at the same time minimising the impact on the business.
Managing a successful return-to-work for an employee who has been absent from work is not always straightforward, particularly if you are required to make reasonable adjustments.
For detailed information on managing a phased return to work, see How To> How to implement a phased return to work after long-term sickness absence.
Noelle Murphy, HR practice editorial team leader
The latest XpertHR research looks at how employers are managing long-term sickness absence and their use of the Government's new Fit for Work service.
The consultation will seek views on reforming sick pay, fit notes, and the Work Capability Assessment. It will also examine proposals including the introduction of a group committed to increasing employer engagement around disabled employment, and large-scale trials targeted at supporting disabled people and those with long-term health conditions back into work.
The Government has announced plans to overhaul the GP fit note and statutory sick pay, as well as reform the way that disabled people on sick leave are assessed for fitness for work.
Updated to include information on Sobczyszyn v Szkola Podstawowa W Rzeplinie, in which the ECJ confirmed that holiday can be carried forward where the employee was unable to take it because of sickness absence.
The European Court of Justice (ECJ) reiterated that if sickness prevents a worker from taking annual leave, his or her annual leave can be carried forward into the next holiday year. Bethan Odey summarises the case.
Eversheds partner Naeema Choudry joins us to discuss how the Fit for Work service can benefit employers, even if they already have their own occupational health provision.
A senior judge has granted permission for the TUPE case BT Managed Services Ltd v Edwards and another to go to a full Court of Appeal hearing. The case examines whether or not an employee on indefinite sick leave, but retained in employment, transfers under TUPE.
HR and legal information and guidance relating to managing long-term sickness.