Manage absence and sickness

Employee illness as a performance issue

Where an employee genuinely suffers from long-term ill health, or frequent related bouts of short-term sickness which interfere with their job performance, it is best to treat the absence as a performance issue, rather than as misconduct. Deal with such issues very sensitively and:

• investigate, measure and monitor their absence record
• consult regularly to find out about their health and likelihood of return to work
• set time limits on assessing the situation and tell the employee
• let them know their job is at risk, and why
• obtain medical reports - you'll need the employee's consent
• consider adjustments

To avoid an unfair dismissal claim, only dismiss as a last resort. Make sure you have followed fair and proper procedures . See our guides on handling discipline and grievance issues , dismissal and when an employee leaves through ill health . 

Keep in mind the following:

• Check if the illness relates to a disability - you may need to make adjustments so the employee can carry out their job. The exemption for small firms ended on 1 October 2004. See our guide on how to prevent discrimination and value diversity .
• Do not discriminate against a pregnant employee - discount any periods of absence related to a pregnancy-related illness when taking action over someone's absence record. See our guide on maternity, paternity and adoption - an overview .
• An eligible employee may be entitled to statutory sick pay for up to 28 weeks - as well as any contractual sick pay. See our guide on pay - an overview of obligations .

Absence related to drugs and alcohol

Treat employees addicted to drugs or alcohol similarly to employees with any other serious illness. However, if an employee won't accept they have a problem or seek help, the issue may become one of unacceptable conduct.

Where the issue is purely one of conduct, ie the employee is not addicted to alcohol or drugs, the absences should be handled under the company's disciplinary procedures.

Subjects covered in this guide

• Introduction
• The need for absence and sickness policies and procedures
• Basic principles of managing absence and sickness
• Measuring and monitoring absence and sickness
• What to include in absence and sickness policies
• Employee illness as a performance issue
• Managing absence problems as disciplinary issues

 Print This Page

Source - Business Link; Crown Copyright.