Other absences
Pregnancy-related absences
If you are pregnant and absent from work due to pregnancy-related ill health, you must follow our:
Your manager will decide if there is a need for formal action under our sickness absence procedures. They will not take pregnancy-related sickness absence into account when making their decision.
Your manager will contact HR and occupational health for advice.
Disability-related absences
Your reason for absence with an underlying health issue could be a disability under the Equality Act 2010.
We will consider disability-related absences in relation to trigger points.
Managers will:
- take advice and provide support to help you to manage any periods of absence
- make reasonable adjustments, including adjusting trigger points where appropriate
- consider disability leave, as detailed in our leave and time off policy
Your manager may seek advice from HR and occupational health.
Menopause support
Information about the menopause and support available can be found on our intranet.
Work-related absence
Managers will have regular discussions with you if you are absent due to a work-related issue. For example, an accident or injury at work or work-related stress. They will support you in your period of rehabilitation and your return to work.
The same sickness absence procedures apply to support and manage any resulting absence.
Medical suspension
There may be times when you are:
- confirmed fit for work but the manager does not think that you are
- advised by a doctor to refrain from work but you disregard this
If either of these happen, your manager may invoke a period of medical suspension. This will allow them to seek further advice. You will remain on full pay and your manager will not record this period as sickness absence.
Transmission of illness
Some disease and illness, whilst not making the employee unfit for duty, would be dangerous to health if transmitted to clients and colleagues. For example:
- Rubella or German Measles (where the employee may come into contact with pregnant women)
- diarrhoea (in food handlers where the food may become contaminated)
In these circumstances, the sick employee must be sent home immediately and urged to visit his or her GP at the earliest opportunity. It may be necessary to obtain a fit note before a return to work is permitted.
In addition, any existing employee who has regular and close contact with children as part of their job must seek immediate medical clearance if they have contact with an individual or visit a community or country with a history of tuberculosis.
Any doubts regarding fitness for work should be referred to Occupational Health.