Reasonable adjustments for disabled employees can remove workplace disadvantages and help employees continue working effectively. Employers have a legal duty to consider adjustments where they know, or could reasonably be expected to know, that an employee is disabled...
An occupational health referral for employers can provide useful evidence where an employee’s health affects their attendance, performance or ability to carry out their role. Occupational health advisers focus on the relationship between work and health. They can help...
A return to work interview for employers provides an opportunity to check that an employee is ready to resume work after sickness absence. The meeting can also identify support needs, underlying health concerns and patterns of repeated absence. Used consistently,...
A phased return to work for employers can help an employee resume work gradually after illness, injury or another extended absence. Instead of returning immediately to their full hours and duties, the employee follows a temporary plan. This may involve shorter days,...
A sickness absence review meeting for employers provides a structured way to discuss an employee’s attendance, health and ability to work. The meeting may follow repeated short absences, a prolonged period away from work or an absence trigger under the employer’s...
Pregnancy-related sickness absence requires different treatment from ordinary sickness absence in several important respects. Employers can apply their normal reporting and certification procedures. However, they should record the absence separately and must not use...
Fit note advice for employers can help businesses respond correctly when an employee provides medical evidence about their ability to work. A fit note may state that the employee is not fit for work. Alternatively, it may suggest that they could work if the employer...
A medical capability dismissal procedure may become necessary when an employee’s health prevents them from carrying out their role reliably. However, dismissal should remain a last resort. Employers should obtain suitable medical evidence, consult the employee and...
When an employee refuses occupational health assessment, the employer may lack important information about their fitness for work, likely return date and support needs. An employee cannot normally be forced to attend an assessment or authorise the release of a medical...
Sickness absence trigger points can help employers identify when an employee’s attendance requires closer review. They usually form part of a sickness absence policy and may relate to the number, frequency or length of absences within a set period. However, reaching a...
