The lethal combination of the end of Dry January and long-awaited first post-Christmas payday, undoubtedly have a significant role to play. Excuses range from the banal, “man flu” to the elaborate, “I can’t make it in today, as I won’t be released on bail until Tuesday #crazyweekend”!
Binge drinking and poor financial judgment aside, the link between the rising prevalence of mental health issues in our workforce and absenteeism, cannot be overstated. Dealing with sickness absence has become a minefield for employers, not eased by the complexities of data protection and discrimination legislation.
Top Tips for employers dealing with sickness absence:
Hold a back to work interview. This will deter the Monday morning club and serve as an opportunity for genuinely sick employees to voice their concerns. A culture of communication is key.
Use tools such as the Bradford Factor to note the frequency and duration of sickness absences. Remember to adjust triggers for those absent due to disability, pregnancy or maternity leave.
Consider what adjustments can be made within the workplace to facilitate an employee’s early return to work, for example, a special chair to alleviate back pain.
Don’t make assumptions about an employee’s state of health. Not all illnesses are visible to the naked eye.
Don’t check an employee’s social media account to see what they are up to whilst on sick leave. This raises issues related to privacy and data protection.
Don’t rely solely on a contractual right to obtain a medical report on an employee. The employee must consent to the questions that you intend to ask the medical advisor.
Don’t shy away from discussing health-related issues. Following a sickness absence procedure is a good way to keep communication open and manage expectations on both sides.
For those seeking advice on the issues raised in this article, I am pleased to confirm that we have 100% turn out at Benest & Syvret this morning and we would be delighted to assist.
Please contact us by phone or by using the below form.
The Information We Collect
Many of our services may require the supply of personal information. When contacting us, we may ask for details such as your name, email address and telephone number. If you choose to register for our newsletter, we will require personal information including your name and email address.
What We Do With The Information
All of the information collected from the website is solely used for the purposes outlined in this document. We do not divulge any information to anyone outside of Benest & Syvret without prior consent from the website visitor – unless it is necessary to provide a requested service.
How We Make Your Information Secure
iPOP take every necessary step to ensure that your personal information is secure. We follow strict policies and follow best practice standards of security when collecting personal information. The website uses HTTPS (This is an adaptation of the Hypertext Transfer Protocol (HTTP) for secure communication over a computer network) to help protect against your personal information being stolen, destroyed or divulged to third parties. Your personal details are stored at our restricted offices which have no unauthorised access.
What We Collect
Through the use of contact forms, call back requests and newsletter sign-ups, we may collect, but are not limited to, the following information:
name and job title
contact information including email address and phone number
demographic information such as location
preferences and interests
What We Do With The Information We Collect
We try our best to understand your needs and provide you a high level of service. We may use the information collected for the following reasons: Internal record keeping Improve our products using your email addresses, we will from time to time send you promotional emails with things that may be of interest to you, such as news, offers and industry related articles to customise the website according to your interests
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This website uses the following cookies:
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Third Party Links
This website may contain links to other websites. However, we cannot be responsible for the protection and privacy of any information which you provide whilst visiting these sites and as such are not governed by this privacy statement.
Hyperlinks on this site may be shortened to hide long links for functionality and tracking.
Controlling Your Personal Information
You may choose to restrict the collection or use of your personal information in the following ways: if you have previously agreed to us using your personal information for direct marketing purposes, you may opt-out at any time by emailing us which you can do via the website.
You may request details of personal information which we hold about you under the Data Protection Act 1998. A small fee will be payable. If you would like a copy of the information held then please contact us. If you notice or know that any information we are holding about you is incorrect, please write to or email us as at the address detailed on the website. We will correct any information you indicate to be incorrect as soon as possible.
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Variations To The Policy
We reserve the right to alter and change information provided in this document at our own discretion and therefore this document should be regularly referred to for updates and variations. If you have any questions regarding this policy, our contact details are as follows: