Sickness can severely disrupt your business’ productivity and increase costs if not managed properly.
At any given time, you may face short-term or persistent absences, long-term absences and employees with disabilities which affect their work.
It is easy to feel as if there is no solution. However, unmanaged sickness allows the negative impact on the business to continue. It is therefore vital to proactively manage difficult sickness issues.
Request a consultation with our expert Employment Law solicitors to discuss
how to effectively manage any sickness absence issues affecting your business.
Our Employment Law solicitors are experts at assisting employers to proactively
manage difficult sickness issues whilst minimising the risks to the business.
All of our highly experienced Employment Law solicitors are Legal 500 recommended leaders in their field, who provide jargon-free, commercial legal advice. We speak to you in plain English and provide specialist, practical and pro-active solutions for your business.
We take the time to understand your business and the challenges you face, enabling us to provide bespoke advice which is tailored to you.
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If an employee is repeatedly off for short bursts, you should initiate a formal process to investigate their health issues. It may be that there have an underlying health issue that needs to be addressed or it may turn out to be a conduct issue.
The short answer is yes. There is, however, a particular procedure that must be followed to reduce any risk to your business and also ensure that the employee has been treated fairly.
The law protects individuals in the work place from being discriminated against because of a disability. In those circumstances, an individual is considered to be disabled in a legal sense if they have a physical or mental impairment that has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities.
Reasonable adjustments are measures that are taken by your business, taking into account its size and resources, to reduce the adverse effect of an employee’s disability when performing their job.
Essentially, any medical information given by an employee, such as their GP records, must be accessed with their consent, although your employment contracts may oblige your employees to co-operate with your medical investigations.
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Your business is unique, as are the challenges it faces.
That’s why our approach is always as unique as your business itself.
We don’t like one-size-fits-all strategies. We’re all about crafting tailored strategies that fit your specific needs.
Communication is key. We’re fluent in plain language and have no time for legal jargon. We believe in complete transparency and proactivity, providing you with a clear path and fixed fees so you’re never caught off guard.
Most businesses only call their lawyers when things go wrong. By then, it may be too late. We know that prevention is always better than the cure. We work with you proactively to identify vulnerabilities, mitigate risks and ensure successful outcomes before problems arise. We save you time, money and the stress that comes with handling legal issues.
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