Supporting employees in the workplace with long term health conditions
FISA Safety Bulletin
As an employer, you need to support those with long-term health conditions during sickness absence and return to work.
Early intervention reduces the risk of someone eventually stopping work altogether. This risk increases the longer a worker has been off sick and you may be liable to pay statutory sick pay. There is information on how to comply with the law.
Returning to work can be a part of a worker’s rehabilitation and longer-term health. Tailored support can increase the chances of a worker returning to and remaining in work.
Make contact during sickness absence
When a worker is on sickness absence, make sure an appropriate person contacts them, to check on their wellbeing. Contact can help the worker feel valued and in touch with what is happening while away from work.
When contacting a worker for the first time, consider their personal circumstances. Also consider the reason they are off work. Think about appropriate timing, for example consider hospital treatment or appointments. You should contact them in the first four weeks they are off work.
Provide occupational health support
If you can, provide access to occupational health services when they are needed. Occupational health services can:
- help with workplace assessments and adjustments
- advise on referral to rehabilitation and support services
- advise on returning to work
- help promote good health
There are other options if you don't have access to occupational health services. Encourage workers to contact their GP or other healthcare provider. They can refer workers to support services. Healthcare professionals are also responsible for issuing Fit Notes.
Agree a return to work plan
Agree a suitable return to work plan with your worker. You should prepare this before they come back to work, with their input and agreement. Incorporate any relevant advice from healthcare providers and occupational health services.
Make sure the return to work is sustainable by continuing to make adjustments, for example:
- for fluctuating conditions
- adapting sickness absence trigger points when you need to
- using disability leave
Phased returns can help a worker gradually come back to work in a supported way. Workers may not need to be back to their normal levels of activity to come back to work. A supported return can help their recovery.
Review risk assessments for workers if their absence was caused by work-related injury or ill health. You may need additional workplace adjustments.
Find solutions to remove barriers to work
Empower workers to suggest and define solutions which:
- suit their situation
- are tailored to their specific working circumstances, rather than having to accept generic resolutions
Make sure you provide access to suitable advice for workers whose individual situations may be more complex. For example, you could use the Access to Work scheme or occupational health services.
Sickness absence
If a worker has a sickness absence, The Social Security Contributions and Benefits Act 1992 and The Statutory Sick Pay (General) Regulations 1982 will apply. Your employees may be eligible for Statutory Sick Pay (SSP) for up to 28 weeks, providing they meet the eligibility criteria. There is detailed guidance for employers.