Five top tips for managing sickness absence

legal updates

These tips will help you be transparent and objective when it comes to sickness absence

Read our disclaimer keyboard_arrow_down

This website content is intended as a general guide to law as it applies to the motor trade. Lawgistics has taken every effort to ensure that the contents are as accurate and up to date as at the date of first publication.

The laws and opinions expressed within this website may be varied as the law develops. As such we cannot accept liability for or the consequence of, any change of law, or official guidelines since publication or any misuse of the information provided.

The opinions in this website are based upon the experience of the authors and it must be recognised that only the courts and recognised tribunals can interpret the law with authority.

Examples given within the website are based on the experience of the authors and centre upon issues that commonly give rise to disputes. Each situation in practice will be different and may comprise several points commented upon.

If you have any doubt about the correct legal position you should seek further legal advice from Lawgistics or a suitably qualified solicitor. We cannot accept liability for your failure to take professional advice where it should reasonably be sought by a prudent person.

All characters are fictitious and should not be taken as referring to any person living or dead.

Use of this website shall be considered acceptance of the terms of the disclaimer presented above.

With the widespread viral problems hitting a large number of people there are some important issues to tackle so that your employees know where they stand in regard to sickness absence. 

Here are some tips to help you be transparent and objective when it comes to sickness absence; 


Need help with keeping on track with FCA Regulation and Compliance? Partner with Automotive Compliance

  • Before you take on an employee make sure you find out about their sickness and general attendance records.  It’s always better to avoid a malingerer coming into employment rather than dealing with the issues afterwards.
  • Through the contract of employment and other policies make employees aware of what is expected of them in terms of sickness reporting and how their pay will be affected.  The statutory scheme will allow you to not pay anything for the first three days of sickness and then you will be required to pay Statutory Sick Pay.  Your contract can, of course, enhance this minimum scheme.
  • Make sure it is someone’s job to monitor absenteeism for sickness.  If further action is to be taken because of frequent short term or longer term sickness absences the records must be accurate.
  • When employees return to work after sickness have a return-to-work interview.  If sickness absence is reaching proportions where consideration must be given to disciplinary procedures then the employee must be warned.
  • Performance Appraisals are a good opportunity to discuss absenteeism in general.

Dennis ChapmanIn remembrance of Dennis Chapman 1951 -2015Read More by this author

Related Legal Updates

Extension of Redundancy Protection for Pregnancy and New Parents

Explore the strengthened redundancy protections for new parents with significant amendments to maternity, adoption, and shared parental leave rights, effective from April 2024, ensuring enhanced job security during critical family milestones.

Wages increasing from 1 April 2024

With effect from 1 April 2024, the hourly rates of pay are…

Employment Law: Carer’s Leave

The regulations explicitly safeguard employees from any detriment or dismissal resulting from taking or seeking to take carer’s leave.

Employment Law: Annual Leave Changes

Several significant changes came into force on 1 January 2024 that affect the statutory annual leave and pay entitlements.

The office Christmas party season is here

Where an employee makes comments concerning a person’s body parts or style of dress that are intended to be good-natured but are perceived as offensive…

Update on Rights to Flexible Working Requests

Employers will remain entitled to turn down a request pointing to reasonable grounds as a basis for refusal.

Three new employment laws for 2024

The Carers Leave Act, The Neonatal Care (Leave and Pay) Act and The Protection from Redundancy (Pregnancy and Family Leave) Act.

So simple a child could use it

HR Manager is award-winning cloud-based compliance management software powered by Lawgistics.

Keeping track of templates, downloading new copies, worrying whether forms have gone out of date, trying to track recent legislation changes, backing up all the documents – all of this happens on top of your normal work. Thankfully, there is a better way.

Find out more

Get in touch

Complete the form to get in touch or via our details below:

01480 455500

Vinpenta House
High Causeway

By submitting this quote you agree to our Terms & Conditions and Privacy & Cookies Policy.

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.