Long-Term Sickness Absence

f you are continually absent for 14 calendar days or more, this will be regarded as long-term. When your absence reaches 14 continuous days, we will consider that your absence is likely to continue for a considerable period and you may be required to consent to us obtaining a medical report from a relevant medical professional (e.g., GP or Occupational health) with particular reference to the possibility of you returning to work in your existing job or in another capacity.   

Each case of long-term absence will be looked at individually, considering differing circumstances. In general, the following steps will be followed:

• Depending on the reason for the absence, we may refer you to Occupational Health for assessment and/or request a report from your GP. 
• You will be invited to a welfare meeting to discuss your ongoing absence and consider how a return to work can be facilitated, including whether:
  • reasonable adjustments can be made to our premises or working arrangements.
  • alternative employment or light duties may be appropriate; and/or
  • ill-health retirement may be suitable.

If, following this meeting, it is considered that reasonable adjustments are not appropriate, it may be necessary to end your employment by giving you the appropriate notice. If we are considering ending your employment, we will endeavour to: 

• Review your absence record to assess whether it is sufficient to justify dismissal;
• Consult with you;
• Obtain up-to-date medical advice where appropriate;
• Advise in writing as soon as it is established that termination of employment has become a possibility
• Meet with you to discuss the options and consider your views on continuing employment;
• Review whether there are any other jobs that you could do prior to making any decisions on whether to dismiss;
• Act reasonably towards you at all times.

In the event of dismissal due to ill health, you will have the right to appeal against the dismissal.