Managing annual spikes in employee absences
According to statistics, one of the most common days for employees to call in sick is the first Monday of February, so much so it has been termed “National Sick Day”. This year, National Sick Day lands on Monday, 6th February 2023. As such, now is a good time to reflect on how sickness absence is managed in your business.
This annual spike in employee absences is often attributed to the time of year with the winter months post-Christmas proving difficult for some, meaning staff morale and motivation can be lower.
In 2021, an estimated 149.3 million working days were lost due to sickness or injury. This averages out to 4.9 sick days used per worker. Whether they are genuine or not, employers need to know how to appropriately respond to sickness absence.
Employers should all have a sickness absence policy which outlines the requirements for an employee for notifying their employer of their absence and setting out what sick pay they are entitled to receive.
All employees are entitled to Statutory Sick Pay (SSP) for 28 weeks. The government sets the limit on SSP and the current rate is £99.35 a week, although this will increase in April 2023 to £109.40. This is paid after 3 or more days of continuous absence. An employer can choose to offer enhanced sick pay in addition to this entitlement.
Whether it’s a short-term or long-term sickness absence, an employee should always be invited to a return-to-work meeting after the absence to discuss the reasons for it.
If an employee has been on long-term sickness absence due to a disability, an employer should consider what reasonable adjustments should be implemented such as a phased return to work, specialist equipment or reduced duties to aid the employee’s return.
In this scenario, employers should conduct a capability meeting to discuss the employee’s repeated absences. Within this meeting, the employer should outline expectations, discuss ways the employee can be supported, set targets for the employee, and perhaps send them to a GP or occupational health for an assessment.
Ultimately, it is in the best interest of employees and employers to avoid any unwanted turnover and dismissals.
Employers can look to improve staff satisfaction through a developmental or benefits scheme. Staff that are highly engaged and satisfied within their role and the organisation they work for are far less likely to take unwarranted absences. Where absences do occur, tackling them at an early stage will set out a clear position and help put a stop to any potential problems early.
If you need help managing sickness absences, contact our HR Advice and Support team. Our HR team works alongside our employment solicitors, helping you to tackle issues sensitively and appropriately.
Contact Emily to discuss this further.
