Absence (Long Term)
Absence (Long Term)
Long term absence is any absence in excess of four weeks, or where you have been absent intermittently due to illness on a number of occasions for the same reason.
Where appropriate and possible, we will support your return to work by:
Obtaining medical advice from your medical practitioner / specialist;
Making reasonable adjustments in the workplace;
Scheduling sickness absence meetings with you to discuss your absence.
Should you be on long term absence, the Company will also request for you to attend an informal welfare meeting and a minimum of three long term absence meetings to discuss facilitating your return to work and to offer and arrange any required support.
If you are affected by a disability or any medical condition which affects your day to day ability to undertake your work, you should inform your Line Manager in writing of your condition. The Company will only be able to offer you support and assistance if you have informed us through the correct channels.
If your absence is related to a disability it is important that your Line Manager is aware. Consideration will be given to any reasonable adjustments that could be made to your job role or other aspects of working arrangements that will provide support at work and/or assist a return to work.
The Company may at any time, ask you to consent to a medical examination/ referral to occupational health or request information from your GP. This will be at the company’s expense. This is in order for the company to gather a full understanding of any health conditions before making any decisions.
Under these circumstances, the company will request for you to authorise access to medical information via a consent form. You may refuse this request, however should you do so, the Company may have no alternative but to make decisions without the benefit of this medical information.
Should you be referred to Occupational Health, you will receive further information about this during the referral process.
Whilst absent from work, the Company does not expect you to leave the country, unless agreed otherwise. During periods of sickness absence, you should remain contactable and if any of your contact details change it is your duty to inform the Company of these changes.
These are informal meetings to discuss your absence. Discussion points may include:
Discussing reasons for absence;
Determining how long the absence is likely to last;
Determining the likelihood of further absences;
Considering what, if any, measures might improve health and/or attendance;
Agreeing a way forward, action that will be taken and a time-scale for review;
What support can be offered to facilitate your return to work;
Sickness Pay and Reporting/Sick Note procedure.
These are formal meetings to discuss your absence. Discussion points may include:
Discussing reasons for absence;
Determining how long the absence is likely to last;
Determining the likelihood of further absences;
Considering whether medical advice is required, if so, completion of the authorisation forms for medical consent;
Considering what, if any, measures might improve health and/or attendance;
Agreeing a way forward, action that will be taken and a time-scale for review and/or a further meeting under the sickness absence meeting procedure. This may, include the company making you aware in writing that you are at risk of dismissal for capability;
Discussion of GP/Occupational Health report
Discuss what support can be offered to facilitate your return to work.
If you have been warned that you are at risk of dismissal, the Company may invite you to a meeting under the third stage of the sickness absence meeting procedure. Discussion points may include:
Where relevant, to advise you of the outcome of reports received from GP’s, Consultants or any other parties;
To review the meetings that have taken place and matters previously discussed with you;
To consider whether there have been any changes since the last meeting under stage two of the procedure;
To consider whether there is a reasonable likelihood of you returning to work or achieving the desired level of attendance in a reasonable time;
To potentially confirm your dismissal with notice.
The below meetings timeline is a guide only and will vary dependent on individual circumstance.
A minimum of one Welfare meeting.
Stage 1 Long term absence meeting and request of GP Report/Occupational Health report.
Stage 2 Long term absence meeting following receipt of GP report/ Occupational Health report for discussion at this meeting.
Stage 3 Long term absence meeting (final)
Should you be dismissed you will have the right of appeal. Please see the Appeals section of the Disciplinary Procedure for further details on the Appeals process