How should an employer manage long-term sickness absence?
Managing long-term sickness absence is a difficult process and has the potential to result in claims for unfair dismissal, disability discrimination, breach of contract or a payment to settle such claims. Long-term absence is nearly always the result of physical or mental ill health. High absenteeism or large staff turnover, frequent interpersonal conflicts or complaints by workers are signs that may also indicate a problem of work-related stress. Large organisations may be able to address these problems through more flexible working policies. In smaller organisations there may be a real need to replace the employee which must be handled cautiously and by following both the statutory and the company’s own capability, disciplinary and dismissal procedures.
Related Questions
- Does this mean that if an employer does not have a paid sick leave plan that covers both sickness and disabilities, the employer could not deduct for such sickness and/or disability?
- Where an employer wishes to reward employees for low sickness absence, what factors must it take into account?
- How should an employer manage long-term sickness absence?
