Employers should consider some simple steps, to help protect the health and safety of everyone during the coronavirus (COVID-19) pandemic. If you want to know more about self-isolation and sick pay for your employees, ACAS update their useful and practical steps for employers on a daily basis.If you need further information on any of the…
Firstly, when your employee has returned to work following a sickness absence, carry out a return to work interview as soon as possible after the employee’s return from sick leave – ideally on their first day back at work. Return to work interviews should take place face-to-face, where possible, but they don’t need to be…
If a worker is absent for four or more days in a row they may qualify for SSP (Statutory Sick Pay). It is payable for 28 weeks. To qualify, a worker must earn at least the Lower Earning Limit. From 6th April 2019, the rate of SSP will be £94.25 per week. The amount is…
An employee can self-certify absence for the first 7 days of sickness, but a doctor’s certificate (i.e. a Fit Note) should be provided by the employee for longer periods of absence. If an employee is absent without a fit note – where they have been sick for more than 7 days, the employer may be…
The minimum information that employers are required to keep for each employee who receives statutory maternity pay (SMP) is: the medical certificate (MAT B1) or other evidence relating to the pregnancy provided by the employee (copies of the relevant documents are acceptable) and a record of the date of birth of the baby; a record…
Lack of capability, including when it is assessed with reference to health, is a potentially fair reason for dismissal under the Employment Rights Act 1996. However, employers must show that they acted reasonably – both in treating the long-term ill health as a sufficient reason for dismissing the employee and in procedures undertaken to effect…