Collective response

Problems with sickness absence may be the result of a management procedure that is unfair or has been made so by the employer. More vulnerable workers (for example, agency workers, zero hours contract workers and young workers) can be reluctant to complain because of fear of retaliation. It is therefore always worth considering whether there is a collective response that could be appropriate.

“Strength in numbers” over issues like stress, workload, bullying management or physical working conditions can help foster mutual support and solidarity, raising morale and empowering workers, in place of the feelings of isolation and anxiety that raising an individual grievance can produce. Tackling matters collectively can also ensure that issues like “presenteeism” or sickness absence are properly regarded as collective, organisational issues, to be tackled through a joint reappraisal of working practices and working culture, as opposed to matters of individual responsibility or fault.

This sort of collective response can help focus on what is relevant, avoiding issues becoming personal, polarised, or bogged down in procedure — and it can also make it easier for the member to stay in their job after a dispute.

However, the TUC emphasises that it is vital to respect the member’s right to privacy and to inform other members about an issue only where this has been agreed with the member.