Introduction

It is acknowledged that the majority of staff will have some sickness absence during their working lives whether through illness or injury. It is in the Trust’s interest to support employees who are unwell. Occupational Health and Health & Safety Services exist to both reduce risks to staff and assist rehabilitation. The Trust recognises that failure to manage sickness absence appropriately will result in a loss of productivity; increased staffing costs in covering absences and reduced morale.

This document lays out Ashford and St. Peter’s Hospitals NHS Trust’s policy on managing sickness absence in line with Agenda for Change terms and conditions or other NHS terms and conditions of service. The policy meets the legislative requirements set out in the Employment Act 2002 and the Equality Act 2010.

This policy forms part of Ashford & St Peter’s Hospitals NHS Trust’s (ASPH) commitment to create a positive culture of respect for all individuals including staff, patients, their families and carers as well as community partners. The Trust’s values (the ‘4Ps’) and Staff Pledge are integral to all aspects of day-to-day life in the organisation and underpin the application of all our employment policies and procedures.

 

Scope

This policy and procedure applies to all employees within the Trust, and covers all absence arising from sickness. For Medical Staff, this Policy should be applied in conjunction with the Conduct, Capability, Ill-health and Appeals Policies and Procedures for Practitioners (Doctors and Dentists).

 

Purpose

  • To provide clear guidance for both managers and staff in managing sickness absence so that they are aware of their obligations.
  • To ensure that staff who are absent because of illness are treated fairly and consistently, taking into account both their needs and the needs of the service.
  • To achieve maximum employee attendance at work and meet the Trust’s agreed key performance indicator.

 

Policy Details

Download: PDF version
Compiled by: Deputy Director of Workforce and Organisational Development
Ratified by: Trust Executive Committee
Date Ratified: January 2017
Date Issued: February 2017
Review Date: January 2019
Target Audience: All staff, managers and employee representatives
Contact name: Deputy Director of Workforce and Organisational Development

 

See also:

  • Management and Reduction of Stress Policy
  • Annual Leave Policy
  • Disciplinary Policy
  • Performance and Capability Policy
  • Alcohol and Drugs at Work Policy
  • Retirement Policy
  • Health and Safety Policy
  • Policy for the Reporting and Management of Incidents
  • Temporary Staffing Policy
  • Conduct, Capability, Ill-health and Appeals Policies and Procedures for Practitioners (Doctors and Dentists).
  • Work-Life Balance Policy
  • Annual Leave Policy
  • Maternity, Adoption, Paternity, Parental and Fertility Treatment Leave Policy