Sickness Absence Management Policy

18.Long-term absence

1. 18.1.

   The long-term sickness absence triggers are when employees are absent, or are expected to be absent, for a period of more than four weeks (more than two weeks where sickness absence is due to stress, anxiety, depression, other mental health condition or a reoccurrence of a previous condition).

2. 18.2.A review meeting will be arranged with the employee if they are long term sick as described above. At this meeting the reason for absence will be discussed along with any help or assistance that may be able to be provided. This meeting will also discuss what the employee is doing to support themselves and any advice they have been given by any other medical professionals.

3. 18.3.The Line Manager will maintain regular contact with employees throughout any period of long-term absence. The best way of doing this will be agreed taking into account the reason for absence.

4. 18.4.The Line Manager may, at any point during absence, seek to obtain a medical opinion regarding the employees' condition and likely timescale for recovery. This request may be made at the first meeting or at any time during the absence from work. Any request will be processed in line with the 'Seeking a medical opinion' section.

5. 18.5.Regular review meetings will be held with employees during long-term absence to keep up to date with any prognosis, any adjustments which may be made in order to enable the employee to return, the impact that the absence is having on the business alongside any support that can be provided, and what the employee is doing to support themselves. The most appropriate way of holding these meetings will be discussed with the employee, for example, holding the meeting at the employees' home, at an agreed location or virtually. See Appendix 2 for indicative process.

6. 18.6.If the absence continues and the Council believe (whether based on medical evidence obtained or otherwise) that the employee is unlikely to return to work for some time, then a formal Stage 3 hearing may be held. Employees are entitled to be accompanied at this meeting by a work colleague or trade union representative. In the letter inviting the employee to this meeting, they will be advised that dismissal may be a possible outcome. At the Stage 3 absence management meeting, the following will normally be covered:

   • a review of the meetings that have taken place and matters discussed thus far

   • whether there have been any changes since the last meeting, regarding either a possible return to work or opportunities for redeployment

   • whether there are any reasonable adjustments which could be made to allow a return to work

   • the impact that the absence is having on the business

   • any further matters that are required to be raised

   • whether there is a reasonable likelihood of a return to work in a reasonable timeframe

   • the possible termination of employment on grounds of ill-health capability

7. 18.7.Termination of employment will normally be with full notice or payment in lieu of notice. The Council reserves the right to pay any remaining entitlement to occupational sick pay in lieu of notice, upon the express written agreement from the Head of Organisational Development.