________
SICKNESS ABSENCE POLICY
PURPOSE
This policy demonstrates ________'s commitment to promoting the health and well-being of all employees. The primary objective of this policy, along with other associated guidance, is to support and effectively manage absence caused by ill-health or injury which renders an employee unfit for work. This policy also aims to ensure that possible support for employees who are unfit for work is considered as soon possible.
GENERAL
In this policy:
ABOUT THIS POLICY
This policy sets out our procedure as it relates to:
1. sick pay;
2. reporting sickness absence; and
3. managing sickness absence.
We aim to make sure that we understand the reason for a sickness absence in each case and investigate where necessary. Additionally, in the event that it is required or is reasonably practicable, we will take measures to help you return to work if you have been absent because of sickness.
This policy is only applicable to employees hired under a contract of employment. Nothing in this policy shall apply to agency workers, consultants or self-employed contractors.
In the event that an employee abuses sickness absence by failing to report an absence or making a false claim for sick pay, it will amount to misconduct under our Disciplinary Procedure.
As this policy does not form part of any employee's contract of employment, we reserve the right to amend it at any time.
Where this policy is to be amended, we will inform all employees about the amendments made via the following means: ________.
WHO IS RESPONSIBLE FOR OVERSEEING THIS POLICY
The effective management and operation of this policy will be overseen by the employer. The employer will also be responsible for its compliance with the necessary statutory regulations.
All managers within the organisation shall be responsible for ensuring the fair application of this policy. All members of staff shall also be responsible for supporting their colleagues and ensuring the successful application of this policy.
HOW TO REPORT WHEN YOU ARE SICK
If you are unable to come to work due to sickness or injury, you are required to inform your manager via a telephone call as early as possible and no later than 30 minutes after the time that is your normal resumption time. If you cannot reach your manager after calling, you must follow up via a text message also as early as possible and no later than 30 minutes after the time that is your normal resumption time. As an example, if your resumption time is 9:00am, the latest time to inform your manager of your inability to come to work is 9:30am of that day.
PROVING INABILITY TO COME TO WORK
Where a sickness absence will last up to 7 (seven) calendar days, you must complete a self-certification form.
Where you will be absent from work for more than a week, you must submit a doctor's note stating to that effect. A valid doctor's note or certificate must state that you are not fit for work along with the reason. You are also required to complete a self-certification form to cover the first seven days. In the event that an absence extends or continues beyond the expiry of a doctor's note or certificate, you must provide another note or certificate to cover the period of extension.
Where your doctor's note or certificate states that you "may be fit for work", you are required to inform your manager immediately. We will arrange a meeting between you and us on how we can ensure your easy resumption back to work, while taking your doctor's advice into account. In the event that appropriate measures cannot be taken, we will set a date for review while you remain on sick leave.
STATUTORY SICK PAY
You may qualify for Statutory Sick Pay (SSP) if you satisfy the relevant statutory requirements. The qualifying days for SSP are either:
1. the days employees are to work, which are: ________; or
2. the days listed in your employment contract.
For clarity, the statutory requirmenets for receiving SSP are:
1. you must be unfit for work for 4 consecutive days;
2. a day which you are unfit for work must fall within a period where you should be entitled to SSP; and
3. a day which you are unfit for work must be a day on which you are ordinarily expected to work under your contract of employment. This is excluding the first 3 consecutive days of unfitness for work.
The government sets the rate of SSP yearly, in the month of April. There will be no SSP payable for the first 3 (three) consecutive days of absence. SSP will start on the fourth day of absence and may be payable for up to 28 weeks.
CONTRACTUAL SICK PAY
You will only qualify for Contractual sick pay provided:
1. if you have been in continuous service with the employer for ;
2. your compliance with this policy and any additional requirements set out in your employment contract.
The enumerated conditions for qualifying for Contractual sick pay do not affect any entitlement you may have to receive SSP relating to the same periods of sickness absence. However, any sick pay you receive from the employer shall be inclusive of any SSP you are meant to receive.
You will need to submit a medical evidence of your incapacity for work from the first day of your sickness absence in order to qualify for Contractual sick pay.
Contractual sick pay is equal to your full basic salary for up to a maximum of ________ consecutive weeks' absence. After this time, further payment will be at our absolute discretion.
RETURN-TO-WORK INTERVIEWS
Your manager may hold a return-to-work interview with you upon your return from a period of sick leave. The reasons may include:
1. making sure you are fit for work, as well as agreeing any measures that are necessary to facilitate your return;
2. confirming your submission of the necessary certificates;
3. bringing you up to date on anything that may have happened during your absence;
4. addressing any other concerns regarding your absence record or your return to work.
A return to work interview can be held after you return from any absence.
Your manager has the discretion on whether to organise a return-to-work intervew and will inform you of the reason or need to hold the return-to-work interview with you.
MANAGING LONG-TERM OR PERSISTENT ABSENCE
We have implemented procedure to address long-term absences or where we have concerns, regarding how frequently you use short-term absences or where we feel your absences are causing or are likely to cause disruptions to the business. This procedure will help us answer and understand any, if not all, of the following questions:
1. the reasons for your absence;
2. the likelihood of recurrence; and
3. prospective measures that can be taken to improve your health and/or your attendance.
Before taking a course of action, we may require medical evidence or additional medical evidence from you.
We will provide you with written notice of the date, time and place of any meeting, along with the reason for the meeting. You will be given a week's notice of the meeting.
The ________ will conduct such meetings and the ________ will normally be in attendance.
Our procedure makes provision for you to be accompanied by a companion of your choosing to any meeting or appeal meeting. You may be accompanied by a colleague, who will be allowed reasonable paid time off from duties to as your companion.
Where you or your companion are unable to attend the meeting at the scheduled time, you should inform us at the earliest opportunity and we will attempt, within reason, to reschedule for a different time.
If you have a disability, we will try to make reasonable adjustments, that may be necessary, to the sickness absence meetings procedure, or to your role or working arrangements.
MEDICAL EXAMINATIONS
It is possible that you may be asked to be medically examined by a doctor, occupational health professional or other special that we have chosen. In such an event, we will bear the expense of such medical examination.
We may wish to discuss the findings of any produced medical report with the specialist who produced the report, or with our advisers. We will always ask for your consent for the content of the medical report to be shared with us, as well as permission to proceed with any necessary discussions. All medical reports will be kept confidential and held in accordance with our Data Protection Policy.
FIRST SICKNESS ABSENCE MEETING (STAGE 1)
A sickness absence meeting will be conducted to make inquiries about:
1. the reasons for your absence;
2. how long it is likely to continue;
3. the likelihood of its recurrence;
4. if there is need to obtain a medical report; and
5. the availability of any steps that can be taken to improve your health and/or attendance.
When returning from a long-term absence, we may phase you back in to work on the basis of a return-to-work programme which will be created subject to agreement.
When returning from a short-term absence, we may set a target for you to improve your attendance within a set timescale.
52 58585 55 88 52288552585 (55825 5)
22 8888 5285 5 2552525 2222822 25 22228228 8825 225 82 522 22 252 228828822 8858528252828:
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2. 85252, 52225 5 5258225882 2822, 2255 5222255282 558 222 82252825 882582 252 525225 282288582.
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FINAL SICKNESS ABSENCE MEETING (STAGE 3)
Where we have issued you with a warning, informing you that you could be dismissed due to absences and there is no significant change to the situation, we will hold a meeting with you to examine whether your employment should be terminated.
Before making a decision, we will give you the opportunity to raise matters you think are relevant or could help you. We will take these into consideration along with whether there have been any changes since our last meeting with you.
APPEALING A DECISION
You have the right to appeal the decision we reach at any stage of this procedure. To make an appeal, you will need to submit your appeal to the ________ in writing, stating your grounds of appeal. Your appeal should be submitted within from the date on which the decision was sent or given to you.
If your appeal is against a dismissal decision, then within two weeks of receiving your appeal, we will hold an appeal meeting. In order to ensure that the hearing is handled impartially, we will appoint a more senior personnel (such as a manager) who has no previous involvement in the matter, to preside over the appeal hearing.
You will be notified, in writing, of our final decision within one week of the appeal hearing. You do not have a further right to appeal.
We will not put the decision to dismiss on hold while the outcome of the appeal is pending. Rather, where your appeal is successful, we will overturn the decision to dismiss and there will be no break in your continued employment or pay.
This Sickness Absence Policy has been implemented following review and endorsement by all levels of management.
Signed: ___________________
________
Date: ________
________
SICKNESS ABSENCE POLICY
PURPOSE
This policy demonstrates ________'s commitment to promoting the health and well-being of all employees. The primary objective of this policy, along with other associated guidance, is to support and effectively manage absence caused by ill-health or injury which renders an employee unfit for work. This policy also aims to ensure that possible support for employees who are unfit for work is considered as soon possible.
GENERAL
In this policy:
ABOUT THIS POLICY
This policy sets out our procedure as it relates to:
1. sick pay;
2. reporting sickness absence; and
3. managing sickness absence.
We aim to make sure that we understand the reason for a sickness absence in each case and investigate where necessary. Additionally, in the event that it is required or is reasonably practicable, we will take measures to help you return to work if you have been absent because of sickness.
This policy is only applicable to employees hired under a contract of employment. Nothing in this policy shall apply to agency workers, consultants or self-employed contractors.
In the event that an employee abuses sickness absence by failing to report an absence or making a false claim for sick pay, it will amount to misconduct under our Disciplinary Procedure.
As this policy does not form part of any employee's contract of employment, we reserve the right to amend it at any time.
Where this policy is to be amended, we will inform all employees about the amendments made via the following means: ________.
WHO IS RESPONSIBLE FOR OVERSEEING THIS POLICY
The effective management and operation of this policy will be overseen by the employer. The employer will also be responsible for its compliance with the necessary statutory regulations.
All managers within the organisation shall be responsible for ensuring the fair application of this policy. All members of staff shall also be responsible for supporting their colleagues and ensuring the successful application of this policy.
HOW TO REPORT WHEN YOU ARE SICK
If you are unable to come to work due to sickness or injury, you are required to inform your manager via a telephone call as early as possible and no later than 30 minutes after the time that is your normal resumption time. If you cannot reach your manager after calling, you must follow up via a text message also as early as possible and no later than 30 minutes after the time that is your normal resumption time. As an example, if your resumption time is 9:00am, the latest time to inform your manager of your inability to come to work is 9:30am of that day.
PROVING INABILITY TO COME TO WORK
Where a sickness absence will last up to 7 (seven) calendar days, you must complete a self-certification form.
Where you will be absent from work for more than a week, you must submit a doctor's note stating to that effect. A valid doctor's note or certificate must state that you are not fit for work along with the reason. You are also required to complete a self-certification form to cover the first seven days. In the event that an absence extends or continues beyond the expiry of a doctor's note or certificate, you must provide another note or certificate to cover the period of extension.
Where your doctor's note or certificate states that you "may be fit for work", you are required to inform your manager immediately. We will arrange a meeting between you and us on how we can ensure your easy resumption back to work, while taking your doctor's advice into account. In the event that appropriate measures cannot be taken, we will set a date for review while you remain on sick leave.
STATUTORY SICK PAY
You may qualify for Statutory Sick Pay (SSP) if you satisfy the relevant statutory requirements. The qualifying days for SSP are either:
1. the days employees are to work, which are: ________; or
2. the days listed in your employment contract.
For clarity, the statutory requirmenets for receiving SSP are:
1. you must be unfit for work for 4 consecutive days;
2. a day which you are unfit for work must fall within a period where you should be entitled to SSP; and
3. a day which you are unfit for work must be a day on which you are ordinarily expected to work under your contract of employment. This is excluding the first 3 consecutive days of unfitness for work.
The government sets the rate of SSP yearly, in the month of April. There will be no SSP payable for the first 3 (three) consecutive days of absence. SSP will start on the fourth day of absence and may be payable for up to 28 weeks.
CONTRACTUAL SICK PAY
You will only qualify for Contractual sick pay provided:
1. if you have been in continuous service with the employer for ;
2. your compliance with this policy and any additional requirements set out in your employment contract.
The enumerated conditions for qualifying for Contractual sick pay do not affect any entitlement you may have to receive SSP relating to the same periods of sickness absence. However, any sick pay you receive from the employer shall be inclusive of any SSP you are meant to receive.
You will need to submit a medical evidence of your incapacity for work from the first day of your sickness absence in order to qualify for Contractual sick pay.
Contractual sick pay is equal to your full basic salary for up to a maximum of ________ consecutive weeks' absence. After this time, further payment will be at our absolute discretion.
RETURN-TO-WORK INTERVIEWS
Your manager may hold a return-to-work interview with you upon your return from a period of sick leave. The reasons may include:
1. making sure you are fit for work, as well as agreeing any measures that are necessary to facilitate your return;
2. confirming your submission of the necessary certificates;
3. bringing you up to date on anything that may have happened during your absence;
4. addressing any other concerns regarding your absence record or your return to work.
A return to work interview can be held after you return from any absence.
Your manager has the discretion on whether to organise a return-to-work intervew and will inform you of the reason or need to hold the return-to-work interview with you.
MANAGING LONG-TERM OR PERSISTENT ABSENCE
We have implemented procedure to address long-term absences or where we have concerns, regarding how frequently you use short-term absences or where we feel your absences are causing or are likely to cause disruptions to the business. This procedure will help us answer and understand any, if not all, of the following questions:
1. the reasons for your absence;
2. the likelihood of recurrence; and
3. prospective measures that can be taken to improve your health and/or your attendance.
Before taking a course of action, we may require medical evidence or additional medical evidence from you.
We will provide you with written notice of the date, time and place of any meeting, along with the reason for the meeting. You will be given a week's notice of the meeting.
The ________ will conduct such meetings and the ________ will normally be in attendance.
Our procedure makes provision for you to be accompanied by a companion of your choosing to any meeting or appeal meeting. You may be accompanied by a colleague, who will be allowed reasonable paid time off from duties to as your companion.
Where you or your companion are unable to attend the meeting at the scheduled time, you should inform us at the earliest opportunity and we will attempt, within reason, to reschedule for a different time.
If you have a disability, we will try to make reasonable adjustments, that may be necessary, to the sickness absence meetings procedure, or to your role or working arrangements.
MEDICAL EXAMINATIONS
It is possible that you may be asked to be medically examined by a doctor, occupational health professional or other special that we have chosen. In such an event, we will bear the expense of such medical examination.
We may wish to discuss the findings of any produced medical report with the specialist who produced the report, or with our advisers. We will always ask for your consent for the content of the medical report to be shared with us, as well as permission to proceed with any necessary discussions. All medical reports will be kept confidential and held in accordance with our Data Protection Policy.
FIRST SICKNESS ABSENCE MEETING (STAGE 1)
A sickness absence meeting will be conducted to make inquiries about:
1. the reasons for your absence;
2. how long it is likely to continue;
3. the likelihood of its recurrence;
4. if there is need to obtain a medical report; and
5. the availability of any steps that can be taken to improve your health and/or attendance.
When returning from a long-term absence, we may phase you back in to work on the basis of a return-to-work programme which will be created subject to agreement.
When returning from a short-term absence, we may set a target for you to improve your attendance within a set timescale.
52 58585 55 88 52288552585 (55825 5)
22 8888 5285 5 2552525 2222822 25 22228228 8825 225 82 522 22 252 228828822 8858528252828:
1. 85252, 52225 5 5258225882 2822, 225 552 222 22 522552 22 8252; 25
2. 85252, 52225 5 5258225882 2822, 2255 5222255282 558 222 82252825 882582 252 525225 282288582.
552 582 22 252 2552525 2222822 25 22228228 8888 82 22 522252822 8522525 252 882552822 88 882282 22 855222. 82 2588 82522, 82 252 5882 82288525 525228222222 2222525282828.
52 82 522252822 2552 2255 522552 22 8252 88 52882282 25 2552 2255 5222255282 8888 8225282 882582 5 85252 2822, 2522 82 252 88852 225 8825 5 8582222 8552822 822252822 225 2552 225 552 52 5882 22 588288858. 22 252 5882 822 5 2552525 5522 225 528828.
FINAL SICKNESS ABSENCE MEETING (STAGE 3)
Where we have issued you with a warning, informing you that you could be dismissed due to absences and there is no significant change to the situation, we will hold a meeting with you to examine whether your employment should be terminated.
Before making a decision, we will give you the opportunity to raise matters you think are relevant or could help you. We will take these into consideration along with whether there have been any changes since our last meeting with you.
APPEALING A DECISION
You have the right to appeal the decision we reach at any stage of this procedure. To make an appeal, you will need to submit your appeal to the ________ in writing, stating your grounds of appeal. Your appeal should be submitted within from the date on which the decision was sent or given to you.
If your appeal is against a dismissal decision, then within two weeks of receiving your appeal, we will hold an appeal meeting. In order to ensure that the hearing is handled impartially, we will appoint a more senior personnel (such as a manager) who has no previous involvement in the matter, to preside over the appeal hearing.
You will be notified, in writing, of our final decision within one week of the appeal hearing. You do not have a further right to appeal.
We will not put the decision to dismiss on hold while the outcome of the appeal is pending. Rather, where your appeal is successful, we will overturn the decision to dismiss and there will be no break in your continued employment or pay.
This Sickness Absence Policy has been implemented following review and endorsement by all levels of management.
Signed: ___________________
________
Date: ________
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