HR18 – Dealing with Long term sickness and absence in the Workplace


Course Content

How do I get it right? Measure absence to find out: how much time is lost where absence occurs most how often individual employees are absent.

Who Or Why You Should Attend

HR and Managers

Course Overview

obtaining the employee’s consent to keep details of individual records of sick absence, which are ‘sensitive personal data’ under the Data Protection Act 1998; keeping accurate attendance records which show individual instances of absence, together with duration, reason and where in the company the absentee works; ensuring that records can be easily analysed by section or department, month or year; The DPA assure staff that any sensitive personal data will be kept for only as long as necessary and will only be assessed by named departments or individuals; making sure that absence measurement figures show the scale and nature of the problem – whether there is an absence problem and which of the main categories of absence are involved: long-term sickness short-term certified or uncertified sickness unauthorised absence and lateness. Reduce absence levels by paying special attention to: working conditions job design payment systems communications and induction and training welfare employment relations health and safety (including stress) flexible working arrangements. Deal with short-term certificated or uncertificated sickness by: interviewing employees on their return to work; making arrangements for medicals where necessary; having a policy on the provision of certificates to cover sick absence, although GPs are not obliged to provide patients with certificates for illnesses of seven days or less; ensuring employees are told if their level of absence is putting their job at risk. Deal with long-term sickness by: discussing the problem with the employee concerned; considering alternative work or working arrangements, whether the job can be covered by other employees or temporary replacements and how long the job can be kept open (be aware of the requirements of the Disability Discrimination Act 1995, which applies to all employers); seeking medical opinions from the employee’s GP or a company doctor.