Current financial pressures and the direct and indirect costs associated with employee sickness absence means that the issue is a growing concern for UK organisations. This isn’t withstanding the knock-on effect that sickness absence has on the workforce which includes reduced productivity, a negative impact on employee morale, as well as legal risks to the organisation if correct procedures of managing absenteeism are not followed.
To help you, our team of employment law experts at esphr have created a range of resources which provide overviews of how to manage various types of sickness compliantly, without inviting legal risks.
This guide provides a concise overview of how to manage long-term and short-term sickness compliantly, without inviting legal risks.
In this guide, we answer common questions from employers regarding long Covid which will help you support any staff suffering from the condition and will enable you take the action you need to as an organisation without inviting legal risk.
This 7-step guide covers the key actions that HR professionals should take to fairly investigate and dismiss an employee who is “pulling frequent sickies”.
What measures can employers and HR professionals take to manage sickness absence? Developing a well-defined sickness absence policy is a great place to start. Discover more in this blog.
If short-term sickness absence has an impact on your organisation, then be sure to read our latest blog from Senior Solicitor, Sarah Bunker, who shares some expert tips for HR on managing short-term sickness absence.
Sickness absence can take various forms, ranging from frequent short-term absences to more complex long-term sickness, as well as sensitive issues related to mental health, pregnancy and potential disability. All of these types of absences can hinder your organisation’s success and cause strain on your workforce.
In the event of an employee absence, we can guide you through the correct process to ensure these absences are managed efficiently, consistently and compliantly. This approach will help minimise disruption and reduce legal risks.
Our ER team has significantly expanded its knowledge in terms of employment law since working with esphr, and we’re in a stronger position to deliver first-class support for our representations. A knowledgeable, commercially-minded and consistent point of contact at esphr is what has fostered such a positive learning environment, alongside the focused solicitor-led training.
Head of ER, Greene King PLC
The advice we used to receive was rarely commercial. Previously, we spent a lot of time, effort and budget on dealing with ER issues; now we don’t because we’re with esphr. The service has transformed the HR function and we are able to capitalise on the time saved to do the projects we knew would make a difference.
HR Director UK & Ireland, PVH
It is very rare to find someone who genuinely appreciates what we want to achieve and tailors a solution around that. Everyone at esphr is open and honest and wants to help make your working life better – this is the way all business relationships should be. I do not want to change supplier every few years.
HR Director (UK&I), Randstad UK
esphr feels like an extra member of our team and the advice offered is invaluable to us. We have a great working relationship with our personal legal advisors, the team is contactable whenever we need them. For the business, it is all about trusting the advice received, and we get that in droves!
HR Director, Volution Group PLC
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