Definition
A formal document that sets out an organisation's rules and procedures for managing employee absence due to illness. It covers notification requirements, evidence such as self-certification and fit notes, return-to-work procedures, trigger points, and links to occupational health support.
UK Context
While not a legal requirement, a sickness absence policy helps employers manage absence consistently and fairly. It should align with the ACAS guidance on managing attendance and absence. The policy must not discriminate against disabled employees, and employers must consider reasonable adjustments under the Equality Act 2010.
Best Practices
- Set clear notification requirements including who to contact, when, and how often during absence
- Conduct return-to-work interviews after every absence to welcome the employee back and identify support needs
- Include trigger points for escalation (such as Bradford Factor scores or total days absent) but apply them flexibly
Frequently Asked Questions
What should a sickness absence policy include?
Key elements include notification procedures, self-certification for the first 7 days, fit note requirements from day 8, SSP and any company sick pay details, return-to-work interview process, trigger points, referral to occupational health, and links to the disciplinary procedure for persistent absence.
Can an employee be dismissed for being off sick?
Yes, capability (including health) is a potentially fair reason for dismissal. However, the employer must follow a fair process, consider reasonable adjustments for disabled employees, obtain medical evidence, and explore alternatives before dismissing. Premature dismissal is likely to be found unfair.