When sickness absence becomes a concern

In some cases, recurring sick leave could be a sign of an underlying problem.

Managers will receive an email notification when you’ve been off sick in the last 12 months either:

3 separate times
10 days in total
4 continuous weeks

The email is a prompt for them to start a formal sickness absence procedure (PDF, 93KB).

What managers should do

Before starting a formal sickness absence procedure, managers should:

consider what support you’ve been given and what impact it has made
review the notes from your ‘Welcome Back’ meetings
gather more information and explore options to give you extra support

Formal sickness absence procedure

If you’re still off sick regularly or for a long time and it's continuing to impact your ability to work, your manager may decide to start a formal sickness absence procedure using either the:

short-term sickness absence policy
long-term absence policy

The purpose of the formal sickness absence procedure is to find a way to support you to return to work.

Outcomes of the formal sickness absence procedure

Depending on individual circumstances, the procedure will usually involve a number of meetings or hearings with your manager, followed by a hearing with an independent manager.

Different outcomes for employees can include:

an immediate return to work
a phased return to work
flexible working hours
changes to office environment or new equipment
a change of role
a written warning or final written warning
resignation from employment
retirement due to ill-health
dismissal from your job by the council

You have the right to appeal decisions made at both the line manager and independent manager hearings.

Outcome letters are available through People Support.

Sick pay and leave

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