Employee Sickness Policy

Company Letterhead

{{company_name}}

{{company_address}}

Phone: {{phone}}

Email: {{email}}

Website: {{website}}

1. Purpose and Scope

This policy aims to provide a clear and consistent framework for managing employee sickness absence, ensuring the well-being of our employees while maintaining business operations. It applies to all employees of {{company_name}}.

2. Notification of Sickness Absence

2.1 Employees must notify their direct manager or a designated representative by telephone as early as possible on the first day of absence, and no later than {{time_of_day}} (e.g., 09:00 AM). Notification via text message or email is not acceptable unless explicitly agreed upon with management due to exceptional circumstances.

2.2 The employee should provide the reason for absence and, if known, the anticipated duration of the absence.

2.3 If the absence continues, the employee must maintain regular contact with their manager as agreed upon during the initial notification.

3. Self-Certification and Medical Certificates

3.1 For absences up to {{number}} consecutive working days, employees are required to self-certify their absence using the company's designated self-certification form upon their return to work.

3.2 For absences exceeding {{number}} consecutive working days, a medical certificate (doctor's note) from a registered medical practitioner must be provided to the company from the {{day_number}} day of absence onwards. Subsequent medical certificates must be submitted to cover the entire period of absence.

4. Sick Pay Entitlement

4.1 Employees may be entitled to company sick pay based on their length of service and terms of employment as outlined in their employment contract. This is subject to compliance with the notification and certification procedures.

4.2 Statutory sick pay (SSP) will be paid in accordance with current legislation.

4.3 Details of sick pay entitlement will be provided in the employee's contract of employment and can be clarified by contacting the HR department.

5. Return to Work Interview

5.1 Upon returning to work after any period of sickness absence, employees will be required to attend a Return to Work Interview with their direct manager or HR representative.

5.2 This interview is an opportunity to discuss the reasons for absence, address any concerns, and ensure the employee is fit to resume their duties. It also allows for the identification of any support or adjustments that may be required.

6. Long-Term Sickness Absence Management

6.1 In cases of long-term sickness absence (typically exceeding {{number}} weeks), the company will maintain regular contact with the employee and may request further medical information, with the employee's consent, to understand their prognosis and potential return to work date.

6.2 The company may consider seeking an independent medical opinion to assist in managing long-term absences and to explore reasonable adjustments that could facilitate a return to work.

7. Unacceptable Absence and Misconduct

7.1 Failure to follow the notification procedures, providing false information, or abusing the sickness absence policy may lead to disciplinary action, up to and including termination of employment.

7.2 The company reserves the right to withhold sick pay if the procedures outlined in this policy are not followed.

8. Confidentiality

8.1 All information regarding an employee's health and sickness absence will be treated with the utmost confidentiality and handled in accordance with data protection regulations.

9. Policy Review

9.1 This policy will be reviewed periodically, at least every {{number}} years, or as necessitated by changes in legislation or company practice.

Signature Block

_____________________________

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Name: {{authorised_name}}

Title: {{authorised_title}}

Date: {{date}}