Resource

It’s not uncommon for employees to go off sick during proceedings, so managers should know what to do if this happens.

If you find out during proceedings that the employee may be disabled, you must assess whether it is still appropriate to proceed.

You may need to alter how you approach these proceedings to avoid discriminating against a disabled employee.

Managers need to understand the role of these procedures and how to avoid discrimination.

Your response to managing grievance, disciplinary and capability proceedings is critical to ensuring fair treatment of staff.

Regular check-ins and adjustments can help prevent some long-term absences. Managers should also support those who are off sick long-term.

Occupational Health can advise on how to support an employee’s attendance.

Don’t be afraid to talk to your employees about their absences. Working out whether something is wrong is the first step to providing the support the employee needs.

If absences are disability related, there needs to be a conversation about adjustments that can help.

Creating a separate category for disability-related leave can help you monitor any potential issues and avoid discrimination.

Guidance on when it is and is not sensible to allow disabled employees to have more time off sick.