Managing employee sickness
It's 8.50am on a Monday morning and your phone rings. "Hi, it's John from Accounts. I'm sorry but I won't be in today as I'm not feeling good. To be honest, I've felt like it for a while and I am going to se my GP later to see what he thinks I should do." Two days later you receive a sickness certificate stating "anxiety and depression" and John has been signed off for 2 weeks. What do you do? Panic?! Should you pay John? How long is he going to be out for: Who is going to keep in contact with him? What happens (if) when he comes back....?
Absence due to sickness can put your company under increased pressure. In order to manage sickness absence fairly and in a legally compliant manner, you need to firstly monitor and record absence and secondly have a clear policy to deal with the times when your employees are off.
The above issues are the points that a robustly drafted sickness policy deals with. A clear policy helps guide employers and employees through what can be a very difficult and sensitive time. It can also help avoid costly and time consuming tribunal claims.
Is you sickness policy up to date? Is it GDPR compliant? If you would like to get in touch to discuss your sickness policy or if you have an employee who is off sick and you are unsure how to manage it, get in touch.
You have probably read about the recent cases of "gig workers" and wondered what all the fuss was about. Gig workers can be those who work in the digital world or indeed someone like me, freelancers working for many clients or companies. These individuals can work on a casual basis, zero hours, full time, part time - quite frankly anything!
A lot of the time people continue under these arrangements with absolutely no problem. Until there is an issue - their performance declines; you want to end the arrangement (get rid of them); they tell you they (or their partner) is going to have a baby. They think that they are your employee but you don't. Then what happens?
This is why establishing the exact employment status early on, whilst there are no issues, is so important. Agreeing (and documenting) the arrangements in the form of a written contract can help save time, money and difficult conversations later on.
It's never too late to start the conversation. If you have someone whom you aren't sure of their status and your obligations to them, get in touch .