Sickness Absence Management Policy

8. Sick pay entitlement

1. 8.1.

   Contracts of employment or the National Conditions for Service (NJC Green Book) sets out pay entitlements when an employee is off sick.

2. 8.2.Eligibility for occupational sick pay also depends on the amount of sickness absence taken in the 12 months prior to the current period of sickness absence. Any absence at full or half pay during these 12 months will be deducted from the total.

3. 8.3.Sick pay for employees on zero hours/variable hours contracts will be calculated differently as they do not have guaranteed hours of work. A 12-week reference period will be used prior to the absence.

4. 8.4.The Council will offset any benefits due under statutory sick pay, employment and support allowance etc. against any occupational sick pay so it does not exceed ordinary full pay.

5. 8.5.Any change to occupational sick pay will be notified in writing prior to any change occurring, for example, where full pay has been exhausted and will reduce.

6. 8.6.In certain circumstances it may be possible for the Head of Organisational Development to authorise an extension of sick pay either at the full or half rate. This may only take place in consultation with, or in the case of an extension of sick pay at full rate, the approval of the Executive Director for Resources.

7. 8.7.In order to receive any sick pay entitlements, employees must make sure that they follow the rules on reporting absence, including but not limited to providing Fit Notes and maintaining regular contact with their manager.