Sickness policy

Arewethereyet

Hello, I've just returned to work with a new firm after a few years off as a stay at home mum.

I've just read the staff handbook and it states that if there are more than three instances of sickness in 6 months there will be a written warning. Any further instance would be a second written warning and next time would be dismissal.

Is this a bit harsh or is it normal these days?

I've been told this policy is stuck to very rigidly

Thanks

notanewuser

Normal. Our policy is 3 in 6, 4 in 12 triggering formal processes. Obviously long term conditions might necessitate adjustments to this.

Why does it strike you as unreasonable?

Masomnia

3 instances in 6 months leading to a first warning doesn't sound especially harsh to me.

A further instance leading to a final warning and then another to dismissal may be a bit... but then it is perfectly legal as long as they are meeting their obligations regarding the equality act.

ohreally

notanewuser wrote: »

Why does it strike you as unreasonable?

As described, its rigid and leaves no room for mitigation.

Swipe

Are you sick often?

Masomnia

ohreally wrote: »

As described, its rigid and leaves no room for mitigation.

Using a blunt instrument like that is not best practice I agree.

I had one case at a previous employer where the employee had been given a warning and told by her manager categorically that she would be sacked if she had more than x% of time off. She later broke her ankle but came back to work too soon against the doctor's advice because (understandably) she was worried about losing her job and where it was left it was looking like she would need surgery as a result. Very sad and it was just counterproductive.

When the manager came to me asking for advice about managing it he was very sheepish when I asked for the medical reports and minutes of meetings he'd held with her!

notanewuser

We have flexibility around it. It's just a baseline (but if you tell staff that many will take the !!!!).

PasturesNew

It's normal - the world is full of slackers and so policy has been changed by over-enthusiastic HR departments to enable that to be "managed".

The theory would be that the dossers could be sacked - and the unfortunate but hard-working/willing would still get to keep their jobs, but somebody'd ticked a box to say they checked if the person was an idle, lying slacker or genuinely proper sick.

As with all things, the unintended consequence is that box tickers and pen pushers simply tot up the counts and often sack people without regard for whether their sickness absences were because they were hungover, or developed cancer without warning.

In short: You have a job and you'd better turn up every day because there's always somebody else who will ....

elsien

The thing to remember is that it's instances of sickeness - so one day or one week would count as one instance.
I am not suggesting that you take off any longer than neccessary, but if you go back to work before you are ready because you feel guilty or are worried about losing pay then it can trigger the policy more quickly.
One day off, one day back, one day off is two instances.
Two days off to recover properly then back is one instance.
Just something to bear in mind.

Undervalued

Arewethereyet wrote: »

Hello, I've just returned to work with a new firm after a few years off as a stay at home mum.

I've just read the staff handbook and it states that if there are more than three instances of sickness in 6 months there will be a written warning. Any further instance would be a second written warning and next time would be dismissal.

Is this a bit harsh or is it normal these days?

I've been told this policy is stuck to very rigidly

Thanks

It may be "a bit harsh" but it is perfectly lawful, particularly if it is rigidly applied across the board.

TELLIT01

ohreally wrote: »

As described, its rigid and leaves no room for mitigation.

The basic policy, or something similar, seems to be pretty standard these days. Most will however look at exceptional circumstances and regard them as one off incidents which don't count towards the absence record.
For example, absence following bereavement would often fit that category.