It won’t be long before the heating goes on, Christmas chocolates adorn supermarket shelves, and we all wonder when it will ever be light before 6pm! But as another winter approaches, 1 in 4 UK employers are seeing increases in sickness absence. Along with an increase in Covid cases now is the time to ensure you are ready to manage sickness absences in a fair and compliant way.
Employers will, therefore, welcome a timely publication of a suite of new resources from ACAS on managing sickness absences and new government guidance on fit notes and occupational health reports.
Before delving into these new resources, find our 10 top tips on managing sickness absence effectively below. Dealing with absences effectively is crucial for organisations to maintain productivity, employee morale, and overall business continuity. In a small organisation, the impact of one employee’s absence can be significantly felt, making it essential to have a well-structured approach to handle sickness-related issues.
Start by establishing a practical sickness absence policy that outlines the organisation’s expectations, reporting procedures, and the support available to employees when they are ill. Ensure that this policy complies with employment law and is communicated to all staff members. Regularly review your sickness absence policy and make necessary adjustments based on the evolving needs of your organisation and employees.
Encourage a culture of well-being within the workplace. Implement health promotion initiatives, provide ergonomic workstations, and offer flexible working options where possible to accommodate employees’ health needs. Consider investing in employee well-being programmes that focus on physical and mental health. This can help prevent sickness absences and promote a healthier workforce.
Create an environment where employees feel comfortable discussing their health concerns. Encourage them to report sickness as soon as possible, preferably before their shift starts. This allows the organisation to plan for potential absences effectively.
Conduct return-to-work interviews after every sickness absence. This provides an opportunity to discuss the employee’s health, any adjustments needed, and identify any underlying issues. It also acts as a deterrent against unnecessary absences.
Consider offering sick pay or an Employee Assistance Programme (EAP) to support employees during their absence. This demonstrates your commitment to their well-being and can motivate them to return to work sooner.
Keep records of sickness absences and monitor patterns or trends. If an employee has frequent or long-term sickness absences, it may indicate an underlying health issue or other concerns that need to be addressed.
Train managers on how to handle sickness absence cases effectively, ensuring they are aware of their legal obligations and understand the importance of empathy and flexibility.
Tailor your approach based on the duration of the absence. For short-term absences, focus on supporting employees’ swift return to work. For long-term absences, utilise occupational health assessors, maintain regular contact, explore reasonable adjustments, and consider the possibility of phased returns.
Explore flexible working options, such as part-time schedules or remote work, to accommodate employees with chronic health conditions or disabilities, enabling them to continue contributing to the organisation.
In cases of complex or ongoing sickness absence issues, seek legal advice to ensure you are following all employment laws and regulations. This is particularly important to avoid potential discrimination claims.
Managing sickness absences can be tricky, but effective management saves resource and time, and crucially results in healthier and better supported staff. If you need any assistance or guidance with: