Adrian Wakeling, senior guidance manager at the Advisory, Conciliation and Arbitration Service, notification of absence is essential, with many companies requiring an absent employee to speak to their manager within an hour of their normal start date and outline discuss the nature of the illness, as well as a likely return date and any workplace issues that need dealing with.
Also, evidence of incapacity is necessary, as employees can usually use 'self-certification' forms for the first seven days' absence, but after that time a statement of Fitness for Work is required from the GP.
As far as the fit note and return to work discussions are concerned, the employee and their manager may need to discuss a possible phased return to work or altered duties, while the manager should check they are actually able to return and offer them help, where appropriate.
Mr Wakeling added: "Many companies have 'trigger points' for further action. For example, frequent short-term absences or a long-term absence may lead to a more formal review to look at the employee's overall wellbeing and attendance record."
When it comes to sick pay, the manager should refer to the sick scheme to give details of pay while absent from work, while it is also worth remembering that absences relating to the disability of an employee or to pregnancy should be kept separate from sickness absence records, he concluded.
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Posted by Wayne Bly
Source: The Sales Director News