Longer-term absence

For cases of long-term absence employers often use a trigger close to the four-week threshold now adopted for the Fit for Work scheme. However, there is a possibility of some adjustment of absence management systems to accommodate that, even if they remained unchanged by Fit Notes.

The Black/Frost report acknowledged that longer-term absence — of more than four weeks — tends to be due to musculoskeletal disorders, mental health problems and severe medical conditions such as cancer, diabetes, heart disease or stroke. Employees who suffer from these conditions can make a successful return to work, so absence management policies need to cater for continuing absence even though it may affect only a small proportion of the workforce.

Good absence policies recognise factors that can provoke sickness absence and that should be taken into account. Underlying medical conditions, a major operation or a terminal illness should be apparent. And where stress or depression has been identified by a GP as a cause for absence a clear-cut response, such as early referral to an occupational health service (OHS), is appropriate.

Where conditions meet the definition of being a disability there is a specific equality law framework in place, which requires the employer to make “reasonable adjustments” (see Chapter 3). Where the condition is the result of an industrial injury or illness it may be treated distinctly from general sickness absence.