From time to time, your employees will get unwell and take time off work as sick leave. Sickness can be physical ill-health, such as if they catch COVID, or mental ill-health, such as stress or anxiety. When your employees feel unwell, you must manage their absence and provide appropriate support. Correspondingly, your staff also need to know what you expect of them during periods of absence from work. By putting in place a workplace sickness policy, you can promote fairness and consistency when dealing with employee absences. This article will explain to you, as an employer, what a sickness policy in England should contain.\u00a0<\/p>\n\n\n\n
The beginning of your sickness policy should contain an introductory statement about your workplace procedures. This should detail the policy’s purpose and what areas it will cover. Your policy should describe the terms and conditions of your employee’s employment regarding sick-related absences. <\/p>\n\n\n\n
Your sickness policy must clarify what you consider are appropriate reasons for sickness absence. You may include this information in your sickness policy shortly after or in your introduction.<\/p>\n<\/div>\n\n\n\n
When employees fall ill and need to take time off work, they need to know the rules for taking sick leave. Therefore, your sickness policy should clarify:<\/p>\n\n\n\n
Your sickness policy may detail how you deal with unauthorised absences and how you keep the records of sickness absences. It should also describe the procedures if your staff are sick on annual leave. <\/p>\n\n\n\n\n\n Continue reading this article below the form\n <\/i>\n<\/a>\n