Short-Term Sickness Absence

Absence triggers are used to monitor frequent short-term sickness absences. The absence triggers and processes are listed below. 

• After each single period of absence lasting less than 7 calendar days – the director(s) will review your self-certification form. If the reason for absence is concerning or further discussion is required, a return to work catch-up will be held with you to discuss the nature of the absence and to identify any action that needs to be taken. This meeting should be conducted by a director but as an alternative, you will have the opportunity to discuss the reason for your absence with HR or another director.

• After 3 absences of any duration in a rolling 6-month period, or after a single period of absence lasting more than 6 days – A return to work interview will be held. This will take the same format as the return to work catch-up, although will be more formal in nature and will involve ensuring that you are fit to return to work. Again, this will usually be chaired by a director, although you can request for this to be held with HR or another director. The return-to-work interview will also include a reminder of the trigger points and be an opportunity for either party to discuss any concerns or problems they have, either about the reasons for your time off or about your return to work. 

• After 4 absences in a 12-month rolling year – You will receive notification of a disciplinary hearing as an automatic response to reaching this trigger point. Whilst a disciplinary hearing will not automatically result in a sanction being applied, a possible outcome of the hearing will be to issue a formal disciplinary sanction, although your specific case will be reviewed by a director and your individual circumstances taken into consideration prior to any final disciplinary decision being made. 

The hearing will give you an opportunity to give further information regarding your absence and for us to establish whether any further action is required, and what that further action should be. 

If you have any further periods of absence after receiving a disciplinary sanction (provided it remains live on your record), you will receive notification of a further disciplinary hearing, which may result in the next level of disciplinary sanction being issued. This process will continue following each further period of absence, and disciplinary sanctions will (where applicable) continue to increase up to the dismissal stage. 

In taking any formal action our standard disciplinary procedure will be followed. You will be informed of the outcome of a meeting in writing, along with the sanction, its duration and the improvements required of you. 

If on investigation it appears that there is an underlying cause for your absence you may be asked for your permission to seek a medical report from your GP or specialist, or alternatively will be referred to a medical professional appointed by us. If a referral is made, the hearing may be postponed whilst we wait for this to happen and receive the report. 

Please note, whilst you are still on your probation, you are not entitled to the full disciplinary or capability processes and therefore, One Degree North reserves the right not to follow the above process and terminate your employment.