Your roadmap to managing long-term sickness
Long-term sickness can be challenging for the employee affected and take its toll on your entire team and business operations.
It's vital to handle long term sick cases with empathy, sensitivity and a practical approach that ensures compliance with employment laws.
So, how can you navigate this while balancing care for your employees and the needs of your business?
Here’s a roadmap:
Understand the employee's situation:
Get a clear picture of their health needs while maintaining respect and sensitivity.
Create a culture of support:
Ensure confidentiality and demonstrate that their well-being is important.
Signpost to resources:
Signpost your employee to the support services available. This may be internally offered services such as EAPs (Employee Assistance Programs) or external wellbeing services.
Set clear communication expectations:
Agree on timelines and preferred methods of staying in touch during their absence.
Gather professional advice:
Obtain medical reports, doctor’s notes or occupational health assessments by agreement with you employee to inform your decisions.
Review pay and benefits:
Be transparent about sick pay entitlements and explore insurance options, where applicable, that may support the employee.
Plan team resourcing:
Strategically manage workload and protect the employee’s confidentiality while ensuring business continuity.
Prepare for a smooth return:
Consider reasonable adjustments to make their transition back to work go smoothly.
Avoid legal risks:
Stay informed about discrimination laws and ensure that all actions you take comply with the Equality Act.
Support a phased return:
Avoid overwhelming the employee by gradually easing them back into work at the appropriate time.
Monitor progress:
Keep supporting them post-return to ensure that they stay engaged and productive.
Your leadership during challenging times can strengthen trust and loyalty across your team - it's so important.
The ultimate goal from this is a successful return to work where your employee feels valued, supported and ready to contribute.
I'm here to help you to look at all options, afterall, you have to do what's right for the business.
Sometimes, that means getting the employee back to work as quickly as they are able to. Other times, you may decide that it's best not to return.
I'm here to help you to weigh up the options and ensure that you stay legally protected, whichever route you decide to take.
To discuss how I can support you with sensitive handling of cases like these, arrange an initial chat with me HERE
