Managing staff health issues
Putting in place robust policies that explain what will happen if a member of staff is off work sick (both for short-term and long-term absence) can help you manage absence and reduce the impact on your business. We can help you put in place tailored absence policies.
Many absences will be a one-off, however, some absences will be more serious. They may be classed as a disability under the Equality Act 2010. If so, you will need to consider your additional responsibilities under the Equality Act 2010. This could include not treating your sick staff less favourably because of their disability or making adjustments to their role or workplace.
Dealing with disability discrimination is complicated. The penalties for falling foul of the Equality Act are significant, with potentially unlimited compensation. Early advice is essential to stop matters escalating.
Managing sickness absence
Sickness absence costs employers billions of pounds every year. It is important that as an employer, you tackle sickness absence head-on and that you do so properly.
Many forms of sickness absence are temporary and short term such as 'flu or sickness bugs. However, some employees' sickness is more signficant and maybe a disability under the Equality Act 2010. Failure to consider an employer's obligations under the Equality Act 2010 (such as an employer's obligation not to treat someone less favourably because of a disability, make adjustments to their work place or role and not to put in place policies that indirectly disciminate against disabled employees) can have serious financial implications for businesses. Disability discrimination (along with all other forms of discrimination) carries a potentially unlimited level of compensation.
Whether you need help in managing sickness absence to reduce sickness levels or you are faced with a complex, often long term sickness absence scenario, we can help you. We have significant experience of dealing with complex sickness absence including defending employers at Tribunal if Employment Tribunals claims are brought by employees.
Sickness absence records
The sickness absence data you keep and process has to comply with the Data Protection Act 1999 If an absence record contains specific medical information relating to an employee this is deemed sensitive data and you will have to satisfy the statutory conditions for processing such data.
We can advise on any staff health issues and help you write clear, concise policies.