2. Absence management
[ch 2: page 23]Every employer must have some system for managing employee sickness absence, one that at least provides for sick pay to be paid in line with the Statutory Sick Pay scheme, and is consistent with other legal obligations. As long as employers conform to these rules, they have a comparatively free hand on how to manage absence and to decide what income support to provide when employees are unable to work due to health problems.
There is therefore every reason for union reps and negotiators to engage with employers in order to secure absence management policies that provide more support, and minimise the risk of “presenteeism”. They should be well adapted to handle today’s workplace problems like mental health and stress, to recognise the wide range of health problems that can potentially affect their employees’ attendance at work, and to make reasonable adjustments where necessary.