When an employee leaves through ill health

Alternatives to dismissal on grounds of ill health

You may be able to make changes so that you can keep an employee who has a long-term illness or disability. Ask the employee what they would need to remain in work. You could consider:

• reorganising the work or redesigning the job
• reallocating certain non-core duties to other workers or a transfer to a job or location with easier access
• offering retraining
• altering their hours of work
• eliminating night-shift work
• offering home working, if appropriate
• making adaptations to equipment or furniture

You could also think about offering the employee:

• medical help - such as physiotherapy
• practical help and support - such as transport to work
• specialist help - such as internal or external counselling

You may be able to obtain a grant towards the cost of any adjustments. Find out about the Access to Work Programme on the Jobcentre Plus website.

Early retirement is another option. But keep in mind that this can't be forced on an employee. It should generally be used only for older employees, usually those aged over 50, and pensions payments, if any, will be brought forward. See our guide on when an employee retires.

Subjects covered in this guide

• Introduction
• Ill health dismissals: the legal position
• Alternatives to dismissal on grounds of ill health
• Final payments

 

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