The government has just announced the implementation of a new independent assessment and advisory service to have long term sick employees back to work. In effect, this is a government-run occupational health service. It’s always been recognized that employees who set off sick for more than four weeks can end up being off work for a massive period of time occupational health will help manage the specific situation providing much-needed advice and defense to employers should ultimately they be faced with a possible employment tribunal if the employee is dismissed. In my are an HR consultant, you have always recommended to my clients that whenever they receive a healthy note that indicates the employee requires more than two weeks off sick that they seek occupational health support asap with the agreement of the employee. The quicker the specific situation is handled in this manner the quicker the employee could be cut back to work in my experience. The worst thing to do is to ignore the issue as it will only escalate. The first step should be to setup a meeting with the employee which could take their house, in the organization office or in a simple venue. Make a search on the following site, if you are searching for more details concerning occupational health service.
They will get the chance to be accompanied and as long as they choose a relative or friend, this would not be discouraged. They may feel they require that extra support if they are truly experiencing difficulties. The employee should cooperate with the business requirements to find out extra information about their health with the support of occupational health. If the employee refuses to sign the consent form required under that may allow the occupational health advisor to make contact with them then they must be made clearly conscious that their persistent absence could result in their termination. Employers should beware of conducting hasty terminations in such circumstances and should wait until sick pay has been exhausted otherwise might be faced with a breach of contract claim. Occupational health may be used to ascertain perhaps the employee is covered in terms of disability and whether any reasonable adjustments need to be made.
They are able to provide an assessment on the prognosis of the likelihood of a return to work perhaps recommending a phased return. They’ll produce a written report, that is distributed to the employee, that will provide the cornerstone of a next meeting with the employee with a view to keeping them back once again to work. Their service may also be invaluable with cases of intermittent absences. They are able to help decide whether an employee is swinging the lead or could have a genuine underlying problem. An independent occupational health advisor is more preferable than an employer contacting an employee making use of their agreement. Whereas occupational health will act in the interests of the employer, the will act only in the interests of the patient mightn’t be forthcoming with information requested of them.