Stress is the main cause of long-term sick leave

Stress is the cause of 53% of UK employees on long-term sick, making it the number one reason for employees to be out of work on long-term sick leave. This can be a massive concern for employers as stressed out employees are less focused and motivated which will lead to a big drop in morale and productivity which in turn will lead to employees on long-term sick leave and possibly an increase in staff turnover.

How can I tell if my employees are stressed?

When people are stressed, they can become irritable, tired and suffer from low self-esteem. It is important for employers to be aware of the tell-tale signs if someone is stressed. Things to look out for in employees are:

• Turning up to work late, not meeting deadlines or taking more time off than usual.

• Failing to cope with the volume of work, making mistakes and having poor concentration.

• Deteriorating work relationships and not participating in conversation or staff events.

• Becoming moody, over reacting to something or losing their temper easily.

• Frequently tired and run down, rapid weight loss or gain, looking tired and unkempt.

What can I do to combat stress in the workplace?

The longer stress is left undetected and without positive change the worse it will get. Employees who are stressed need the support of their employer; however, it can be a sensitive subject to broach. If you suspect someone is feeling stressed you can try:

• In private, ask the employee if everything is ok and if they would like to talk to someone. Remind them of the support the company can offer them.

• Making sure all staff take their full holiday quota, take proper lunch breaks and if it is possible to allow employees to work from home when needed.

• When an employee goes on holiday, make sure other staff are available to cover their work so they can relax and not worry about work when they are off.

• Keep an eye on working relationships - try to spot any potentially unreasonable demands placed on an employee or any bullying/harassment that may be going on.

• Be respectful to all employees and remember to say thank you for a job well done.

BrightPay - Payroll and Auto Enrolment Software
Bright Contracts - Employment Contracts and Handbooks

Return to Work Interviews: What do they involve?

Managing employee sick leave is one of the biggest challenges for many managers. Return to work interviews are consistently rated as one of the most effective methods of managing absenteeism levels.

So what are they?

A return to work interview is an informal meeting between a line manager and an employee on the first day the employee returns to work. To ensure all employees are aware of what they are, it is recommended that it should be included in all sickness absence policies.

Return to Work Interviews:

• Take place on the employees first day back at work

• Are one-to-one meetings between a manager and an employee

• Should mostly be fast, simple and informal

• Welcome employees back and check they are fit to come back to work

• Allow managers to offer support to their employees

• Update the employee on any news or changes during their absence

• Offer an opportunity to remind staff that absence levels are monitored

• Highlight if an absence is work-related and if further investigations are required by the company

When conducting a return to work interview, managers should remember that the employee should feel you are supporting them by holding the meeting but they don't need to be overly aware of the structure of the meeting. Managers should also avoid being judgmental and are advised not to make any assumptions about the employee's absence.

95% of short-term absence is due to minor illness such as cold, flu and stomach upsets. Stress is the main cause for long-term leave with 53% of employees absent is due to stress. Over the next two weeks we will focus on how employers can manage sick leave in the lead up to our online webinar: “Sickness Absence: All you need to know about SSP and managing Sick Leave effectively” on Thursday 25th May 11 am. To register click here.

BrightPay - Payroll and Auto Enrolment Software
Bright Contracts - Employment Contracts and Handbooks

Can you dismiss an employee on long-term sick leave?

It can be frustrating if an employee on long-term sick leave keeps their employer in the dark about their recovery during that time. One of the more common questions is: What are my options if an employee is on long-term sick leave with an unclear indication if they will return to work?

O’Brien v Bolton St Catherine’s Academy

Ms. O’Brien was a teacher at Bolton St Catherine’s Academy who went on long-term sick leave after she was assaulted by one of her pupils. O’Brien claimed to be suffering from anxiety and depression due to the assault and said that she felt unsafe in the school. Following the first occupational health report, she was uncooperative in rescheduling the second one and after 14 months on leave and numerous attempts to get a position on her condition, the school decided to proceed with their medical incapacity meetings procedure, which led to her dismissal.

At the appeals meeting for O'Brien, a letter was produced from her GP. Although lacking detail about her absence, it claimed that due to a new course of treatment she was on, she was now fit to return to work. Frustrated by O'Brien's lack of cooperation up to this point, the Academy rejected her appeal and upheld the dismissal.

Findings

 Although the Tribunal agreed that the GP letter was full of scepticism and that the Academy had a legitimate reason for dismissing O'Brien, they found that the Academy had failed during the appeal to make further inquiries into the GP letter. They found that there was a lack of evidence that O'Brien's absence during that time was causing damage to the Academy; therefore they agreed that she had been unfairly dismissed.

In 2016 UK businesses lost an estimated £137 million due to sickness absence, so it is reasonable to see why employers are now taking sick leave more seriously. Over the next two weeks we will focus on how employers can manage sick leave in the lead up to our online webinar: "Sickness Absence: All you need to know about SSP and managing Sick Leave effectively" on Thursday 25th May 11 am. To register click here.

BrightPay - Payroll and Auto Enrolment Software
Bright Contracts - Employment Contracts and Handbooks

Managing employees sick leave

This week, 8th - 15th May, is Mental Health Week and with 47% of employees on short-term sick leave due to stress and 34% of employees on short-term sick leave due to mental health issues, such as depression and anxiety, we take a look at what you should include in your company’s sick leave policies and procedures.

•  Sick pay

An employee will only qualify for the statutory sick pay (SSP) of £89.35 per week if they are absent from work for 4 or more consecutive days (including non-working days) and this must be paid by the employer for up to 28 weeks. If an employer wishes to pay an employee more than the SSP for sick leave or if they would like to pay employees for the 4 days before their SSP kicks in they must include this in writing in their sick leave policy.

• Who to contact

Every industry and business will have different requirements as to how much notice an employee is required to give when sick. Details of this should be recorded in the employee’s contract and staff handbook to ensure they are aware of your sick leave policy. The policy should also include: who to contact, how much notice they must give and what method of contact is acceptable (e.g. a message on social media or a phone call from their parents would not be sufficient.)

• Record and monitor sick leave

It is important for employers to record and monitor all employee sick leave as it will enable them to identify trends and recognise points at which absence levels need to be investigated further. All records of employee sick leave will need to be kept, to keep your business compliant and for evidence of correct SSP reporting.

• Getting a second opinion

If you have an employee on sick leave, with their consent, you may ask for a medical report from their doctor to obtain information in regards to the employee’s fitness to work and their expected return to work date. You may also seek a medical report from your own occupational health advisor to get a second opinion, although under the Data Protection Act 1998, you will also need to obtain the employee’s express consent for doing so. To assist you in obtaining this consent from the employee, be sure to include it in your sick leave policy.

• What is a return to work interview?

A return to work interview is usually a brief and informal meeting between a line manager and an employee on the first day the employee returns to work, to check in with the employee as to how they are feeling and fill them in on business in their absence. Return to work interviews are consistently rated as one of the most effective methods of managing absenteeism levels and it is recommended that they should be included in all sickness absence policies.

With the average employee in the UK missing 6.3 days of work a year due to sickness, sick leave is an important issue that every employer will face at some point. Over the next two weeks we will focus on how employers can manage sick leave in the lead up to our online webinar: “Sickness Absence: All you need to know about SSP and managing Sick Leave effectively” on Thursday 25th May 11 am. To register click here.

BrightPay - Payroll and Auto Enrolment Software
Bright Contracts - Employment Contracts and Handbooks

Misuse of social media in the workplace

In 2016, 82% of adults in the UK accessed the internet daily, with 67% of employees admitting to checking social media sites like Facebook, Twitter and Instagram during work. Statistics like this highlights the importance for employers to have a clear social media policy in place that includes the responsible use of social media in the workplace.

Preece vs. Wetherspoons

Miss Preece was working as a shift manager for JD Wetherspoons plc. when she and a colleague were subjected to “a shocking torrent of verbal abuse and physical threats” by some customers, particularly two who threatened her with a cane. The incident resulted in her asking them to leave. She later received phone calls shouting abusive and threatening comments and telling her to “get her P45 ready”.

Preece was still on duty when she set up a group discussion on Facebook about the incident in which she named the two customers. A complaint was made to the company and a full investigation was made into the incident. Preece claimed that the privacy settings on her Facebook page ensured only close friends could see the post. A disciplinary hearing found that Miss Preece’s failure to comply with company policy had lowered the reputation of the organisation and led to a breakdown in trust. She was dismissed for gross misconduct.

Findings

She appealed on the basis she had been under “severe pressure and provocation” and that the company had not been mentioned in her posts. The appeals officer found that Preece was aware of the company’s policies which said that employees should not write or contribute to online content that lowers the company’s reputation or its customers and that her page wasn’t as private as she thought, as customers could see the post. In the policy the company had also reserved the right to take disciplinary action where this occurred and so the original decision was upheld.

Conclusion

This case highlights the importance for an employer to have a robust social media policy in place and how it can also safeguard an employer’s position over misuse of social networks.

BrightPay - Payroll and Auto Enrolment Software

Bright Contracts - Employment Contracts and Handbooks