The federal government has just announced the implementation of a brand new independent assessment and advisory service to get longterm sick employees back again to work. In effect, this will be a government-run occupational health service. It’s long been recognized that employees who go off sick for more than a month can turn out to be off benefit an enormous length of time occupational health will help manage the situation providing much-needed advice and defense to employers should ultimately they be faced with a possible employment tribunal if the employee is dismissed. In my act as an HR consultant, you have always recommended to my clients that after they receive a healthy note that indicates the employee requires significantly more than a couple of weeks off sick they seek occupational health support asap with the agreement of the employee.
The quicker the problem is dealt with in this manner the quicker the employee may be cut back to work in my own experience. The worst thing to do is to ignore the problem since it will simply escalate. The first faltering step should be to create a meeting with the employee which may maintain their property, in the organization office or in a neutral venue. They need to get the chance to be accompanied and as long as they choose a relative or friend, this would not be discouraged. They may feel they want that extra support if they are truly experiencing difficulties. The employee should cooperate with the company requirements to discover additional information about their health with the support of occupational health. If the employee refuses to sign the consent form required under that may permit the occupational health advisor to contact them chances are they have to be made clearly conscious that their persistent absence could result in their termination. Employers should beware of conducting hasty terminations in such circumstances and should wait until sick pay has been exhausted otherwise might be faced with a breach of contract claim. Go to the following site, if you are searching for more details regarding workplace health surveillance.
Occupational health can be used to find out perhaps the employee is covered in terms of disability and whether any reasonable adjustments must be made. They could provide an examination on the prognosis of the likelihood of a return to work perhaps recommending a phased return. They will produce a written report, that is shared with the employee, that will provide the cornerstone of a next meeting with the employee with a view to keeping them back again to work. Their service can also be invaluable with cases of intermittent absences. They could help decide whether a worker is swinging the lead or may have a genuine underlying problem. An independent occupational health advisor is more preferable than an employer contacting a member of staff using their agreement. Whereas occupational health will act in the interests of the employer, the will act only in the interests of their patient might not be forthcoming with information requested of them.