Personnel
Sickness Absence
Sickness Absence
Any employee who is absent from work due to sickness is required to notify their immediate line manager on the first day of absence, and, if possible give an indication of how long the absence is likely to last. Line managers should advise Personnel of all staff absences for sick pay purposes
Sickness Management Policy & Procedures
Monthly Department Sickness Absence Reporting Form
All absences due to sickness require self-certification.
However, if a person is absent for more than seven calendar days, a Statement of Fitness to Work from their medical practitioner is required. This should be sent to the Personnel Department where they are retained.
The Department for Work and Pensions has published guidance to help employers use the new fit note and get staff back to work following periods of ill-health.
Statement of Fitness to Work (A Guide for Employers)
This document is intended to help employers understand the information that will be provided on the fit notes and how this will affect their return-to-work policies.
The new fit note asks GPs to state whether individuals are 'unfit for work', or 'may be fit for work taking account of the following advice'.
Doctors will then be told to list whether the employee would benefit from a phased return to work, altered hours, amended duties or workplace adaptations, but the note does not require them to go into detail regarding which activities an employee can carry out at work.
Employees who are away due to sickness for extended periods of time are usually referred to the occupational health service for advice during the period and prior to resuming work. Employees have an entitlement to sick pay for certain periods of time according to their contract of employment.
Employees who become disabled during their employment are advised to contact the University's Occupational Health Service, via the Personnel Department.
This policy is based on the following principles, which will provide a framework for all concerned.
The University believes it has a clear responsibility to provide help and support to any of its employees who are affected in some way by the diagnosis of a critical illness.
Critical Illness for the purposes of this policy is defined as – ‘Any illness which is life threatening, life changing (for example leading to permanent and/or progressive disability), or requires significant and prolonged treatment (whether as an in-patient or out-patient)’
The University will support any member of staff if they are diagnosed with a critical illness. It also covers the University’s approach to employees who have a family member (parent, spouse, partner, child or sibling) and/or who become carers for someone diagnosed with a critical illness.