Focus on absence

Until comparatively recently the government seemed to be more concerned about controlling sickness absence, influenced by the 2011 Black/Frost report, Health at work, an independent review of sickness absence in Great Britain. In 2010, arrangements for the medical certification of sickness absence were updated (with the introduction of the Fit Note), and an advisory Fit for Work scheme was established, although aspects of that have now been withdrawn (see below).

The government began using its position as a large employer to push through what the PCS civil service union described as “politically motivated” changes to civil service terms and conditions, including sick pay cuts and changes to absence management policy which unions have challenged (see page 22).

Sick pay entitlements for new civil service recruits were reduced to one month’s full pay and one month’s half pay in their first year of service, rising incrementally to five months’ full pay and five months’ half pay after five years’ service.

Other employers were also changing their approach. According to CIPD/Simplyhealth (Absence Management 2015), two thirds of organisations had introduced changes such as developing line manager capability to manage absence, or introducing or revising monitoring procedures.