Your Roadmap to Manage Long Term Sickness
Long-term sickness can be challenging for all involved. Read our latest blog to find out how to navigate this.
Long-term sickness can be challenging for the employee affected and take its toll on your entire team and business operations.
It is vital to handle these cases with empathy, sensitivity and a practical approach that ensures compliance with employment laws.
So, how can you navigate this while balancing care for your employees and the needs of your organisation?
Here’s a roadmap:
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Understand the employee's situation: Get a clear picture of their health needs while maintaining respect and sensitivity.
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Create a culture of support: Ensure confidentiality and demonstrate that their well-being matters to the organisation.
- Signpost to resources: Highlight employee support services like EAPs (Employee Assistance Programs) or external wellbeing services.
- Set clear communication expectations: Agree on timelines and preferred methods of staying in touch during their absence.
- Gather professional advice: Use medical reports, doctor’s notes or occupational health assessments to inform decisions.
- Review pay and benefits: Be transparent about sick pay entitlements and explore insurance options that may support the employee.
- Plan team resourcing: Strategically manage workload and protect the employee’s confidentiality while ensuring continuity of service.
- Prepare for a smooth return: Consider reasonable adjustments to make their transition back to work seamless.
- Avoid legal risks: Stay informed about discrimination laws and ensure that all actions comply with the Equality Act.
- Support a phased return: Avoid overwhelming the employee by gradually easing them back into their role.
- Monitor progress: Keep supporting them post-return to ensure that they stay engaged and productive.
The ultimate goal? A successful return to work where your employee feels valued, supported and ready to contribute.
You have to do what's right for the organisation. Sometimes, that means getting the employee back to work as quickly as they are able to. Other times, you may decide that it's best not to return.
We're here to help you to weigh up the options and ensure that you stay legally protected, whichever decision you decide to make.
