Sickness absence management

Author: Lynda Macdonald

Summary

• Given the high costs to business of sickness absence, it is important for employers to put in place and implement sickness and rehabilitation policies. (See The importance of managing sickness absence)
• Employers should take measures to facilitate and promote employee health, thus reducing the likelihood of sickness absence. (See Workplace measures to prevent ill health and promote wellbeing)
• Involvement of occupational health professionals is a particularly effective tool in the management of long-term sickness absence and, as one of their functions is to examine sick employees, it is important to allow for this in employee contracts. (See Using occupational doctors and Referring employees for medical examination and report)
• Various steps can be taken to minimise the likelihood of employees experiencing workplace stress and taking time off sick as a result. (See Preventing and managing stress in the workplace)
• Employee assistance programmes can be used to promote health and wellbeing and provide help and support to individuals with personal or workplace problems. (See Employee assistance programmes)
• Employers should ensure that they have in place a clearly worded sickness absence policy, including rules on notification, required evidence, payment of sick pay and return-to-work interviews. (See Sickness absence policies, Rules on notifying sickness absence, Recording absence, Self-certification and doctors' certificates, Fit notes, Paying sick pay and Return-to-work interviews)
• It is important to maintain contact with employees who are on long-term sickness absence and, when they are ready to return to work, to devise a structured return-to-work plan and allow for adequate adjustments and support. (See Communication with employees who are absent due to long-term ill health, Rehabilitation after a period of sickness absence and Adjustments and support for a returning employee)
• It is good practice for employers to implement a drugs/alcohol policy with the principal aim of providing support to any employee who has an alcohol or drugs dependency. (See Support for employees with an alcohol or drugs dependency)