Editor's message: Short-term sickness absence can have a significant impact on the day-to-day running of the business. Part of an effective absence management process is conducting return-to-work interviews.
The effectiveness of return-to-work interviews depends on the competence of the interviewer. Such interviews may require skilful handling of difficult conversations with a vulnerable or emotional employee, and if conducted by line managers, detailed training should be in place.
Noelle Murphy, senior HR practice editor
We discuss the findings of the 2017 XpertHR survey on training line managers in absence management.
Putting together a short-term sickness absence policy can be one of the most daunting tasks an HR professional can face. We take you step by step through what a typical short-term sickness absence policy should contain.
XpertHR's Policies and documents tool has been expanded with 31 new model sickness absence contract clauses, letters and forms.
A model policy to set out your organisation's approach to short-term sickness absence. The policy covers: expectations on line managers; guidelines for employees; sickness absence notification and evidence; sick pay; time off for medical appointments; return to work after sickness absence; pregnancy- and disability-related absences; holiday and sick leave; obtaining medical advice; sickness absence management triggers; warnings and dismissal; and appeals.
A model form recording details of an employee's sickness absence and any action taken in relation to the absence.
A model letter confirming what has been agreed following an informal short-term sickness absence return-to-work meeting.
A model letter inviting an employee to a stage 1 short-term sickness absence formal review meeting.
A model order of proceedings setting out the process to be followed during a stage 1 short-term sickness absence formal review meeting.
A model letter informing an employee of the outcome of a stage 1 short-term sickness absence formal review meeting.
A model letter informing an employee that he or she has achieved satisfactory attendance after being given a warning and moved to a formal review period under stage 1 of the short-term sickness absence management procedure.
HR and legal information and guidance relating to managing short-term sickness.