NHS sickness pay

nware1992

Hello,
Can anyone please shed some light on the below? I am making absolutely no grounds with Employee Relations! I worked for a NHS Trust for a very short period of time (03/09/18 - 02/01/19) and completely exhausted my full pay entitlement when on sickness leave. I later joined another Trust on the 18/02/19 and have to date, taken 5 days sickness leave on half pay due to this being my first year of service. I am trying to establish if and when my current half pay will revert back to full pay in due course. I understand that after 12 months of continuous service, full pay entitlement extends to 2 months anyway but again, am unsure on when this may come into effect given my short break in employment.
Many thanks in advance!

Blatchford

Having a really poor attendance record with a lot of sickness, it might be better to consider what you can do to improve your attendance rather than try to work out how much more sick pay you can claim. Excessive sickness can and possibly will lead to termination of your contract.

nware1992

It always baffles me when an individual willingly spends their personal time to actually respond with nothing but complete irrelevance off topic. You have no idea of my personal circumstances at the end of the day so keep your judgmental opinions to yourself, thank you very much. I’ve purely posted the below on the basis of peace of mind. Is there anyone out there whom is actually impartial and non-judgmental?

nicechap

nware1992 wrote: »

Hello,
Can anyone please shed some light on the below? I am making absolutely no grounds with Employee Relations! I worked for a NHS Trust for a very short period of time (03/09/18 - 02/01/19) and completely exhausted my full pay entitlement when on sickness leave. I later joined another Trust on the 18/02/19 and have to date, taken 5 days sickness leave on half pay due to this being my first year of service. I am trying to establish if and when my current half pay will revert back to full pay in due course. I understand that after 12 months of continuous service, full pay entitlement extends to 2 months anyway but again, am unsure on when this may come into effect given my short break in employment.
Many thanks in advance!

You have a 6 week gap between employment.

To be on half pay now, you must have already had more than 1 month full pay, in your earlier 4 months employment.

Some trusts have moved to 18 month monitoring periods and you should be on a managing attendance process by now. The advice about improving your attendance is good advice.

I take it you've saved yourself union fees as you're asking strangers on the internet rather than a union rep who knows the local rules and processes and how to get the right sick pay for their members.

Blatchford

nware1992 wrote: »

It always baffles me when an individual willingly spends their personal time to actually respond with nothing but complete irrelevance off topic. You have no idea of my personal circumstances at the end of the day so keep your judgmental opinions to yourself, thank you very much. I’ve purely posted the below on the basis of peace of mind. Is there anyone out there whom is actually impartial and non-judgmental?

Silly me. Given that employers are now ruthless about cutting the fat, and poor sickness records are the first to go, I'd have thought advice on keeping your job would be relevant and on topic. Your "personal circumstances" have been plastered on here by you, but employers won't care about them. They only care about whether they are paying you to do a job, or paying you to not work. The latter leads to termination.

nware1992

I am proactively trying to better my health in order to prevent circumstances like this from arising but as I say, the reason behind my post is to establish when my sickness pay will revert to full, if and when the unfortunate situation does demand it. This is not to utilise the system in any means or manor. It’s more so to financially protect myself and most importantly, prevent any undue stress from arising as clearly, half pay is a dent in payment. What I ideally need is an individual whom works within the National Health and understands the sickness policy and procedures. I have already contacted my unions and am awaiting their responses. I have further reached out to Employee Relations in both Trust’s. Thank you for the responses nonetheless.

Comms69

nware1992 wrote: »

It always baffles me when an individual willingly spends their personal time to actually respond with nothing but complete irrelevance off topic. You have no idea of my personal circumstances at the end of the day so keep your judgmental opinions to yourself, thank you very much. I’ve purely posted the below on the basis of peace of mind. Is there anyone out there whom is actually impartial and non-judgmental?

Yes, they're called a union; did you join one?


I suspect you wont be employed there for much longer if you don't improve your attendance record

polgara

As someone who knows the NHS terms and conditions very well I’d suggest rather than worry about full/half pay you should read up on your Trust’s sickness policy re frequent/patternable sickness triggers and work with your line manager to find flexible working solutions to help you not need to take sick leave. Remember that annual leave is for rest and recuperation also.

If you really want to know the answer then talk to your payroll department but be prepared that they may let the HR department know.