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The dreaded sick note. An HR topic that is not only a frequent cause of ‘office rage’ but also a concern for company owners
It’s a topic that needs handling with care, but what can you do when your employee phones in sick but isn’t really?
firstly this isn’t to cause concern about genuinely sick people, so Let me set the scene…
Someone asks for a holiday, but unfortunately the request is declined. Strangely enough, that person phones in sick on the booked holiday
and probably jets off to the Algarve anyway.
A couple of other common scenarios you actually grant a holiday request, but the employee extends their break with a sick day at either or both ends of the holiday.
Another one is employees have been known to phone in sick the day before the holiday, and upon their return, try and get their holiday time back.
The frustration for business owners can increase further by rumours.. You hear on the grapevine that these are planned “sickies”.
You will hear all sorts of arguments from the employees taking advantage of the systems and employment law, but in truth 99% of the time they really are making it up. They really are just playing “call my bluff.
So don’t panic when so called legal arguments or excuses are thrown your way. Don’t ignore it because you think its more hassle than good, or you have no processes in place. Don’t think you are backed into a corner with the employee having all the rights.
And don’t ignore the rumours
Don’t just ignore the issue and let them get away with it just because other managers would – deal with the matter.
This might sound complex and a lot of work, therefore you are inclined to push it under the carpet. If you do need your processes and policies reviewed or even started, or you have a challenging staff member to deal with do give me a call and I’m confident Newman HR can help
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Contact me on 02036 407748 or at mnewman@ukemploymentlawadvice.co.uk. Initial consultation for up to 1 hour is free Mike Newman NewmanHR
