Absence falling just before/immediately after annual leave

Discussion in 'Employment & HR' started by hr_novice, Feb 12, 2019.

  1. hr_novice

    hr_novice UKBF Newcomer Free Member

    3 0
    Hi all, it’s my first post on this forum. It’s nice to e-meet you all.

    How would you treat a situation like this:
    An employee gets sick just before or straight after his annual leave. He booked Tuesday and Wednesday off but got sick on Monday/or on Thursday (or on both days).

    Do you have "Absence falling just before or immediately after annual leave" included as a trigger point in your absence policies?

    If yes, what action does it trigger?

    It was always classified as an unofficial trigger point in our company (basically just telling the employee that it should not happen again), however it started to happen more often recently and we have decided to update our absence management policy and I am kind of looking for an inspiration.

    Thanks in advance for your help.
    Posted: Feb 12, 2019 By: hr_novice Member since: Feb 12, 2019
  2. DavidWH

    DavidWH UKBF Enthusiast Free Member

    1,503 280
    I know when the Mrs worked at well known soft furnishings store, if they were "sick" the day before/after a holiday, they wouldn't pay the holiday pay.

    It was never tested that I know of, but that was the threat from their management.
    Posted: Feb 12, 2019 By: DavidWH Member since: Feb 15, 2011
  3. JeffreyMills

    JeffreyMills UKBF Contributor Free Member

    51 21
    The wording about the “trigger” point should be x days, or x occurrences in x months, or where there is a pattern of absence which causes concern including but not limited to Mondays/Fridays, payday or around annual leave dates
    Posted: Feb 12, 2019 By: JeffreyMills Member since: Sep 29, 2018
  4. hr_novice

    hr_novice UKBF Newcomer Free Member

    3 0
    Thanks for your replies and help. I think I will add this to the point about patterns. Moving to Stage 1 Meeting because of one occasion, especially if the employee never gets sick and that's his/her first time, might be too harsh.
    Posted: Feb 14, 2019 By: hr_novice Member since: Feb 12, 2019
  5. Newchodge

    Newchodge UKBF Big Shot Free Member

    12,987 3,378
    It would be completely inappropriate. Have you considered using an HR specialist? It sounds like you are trying to write your polcies and procedures. Doing that without proper knowledge is not likely to be successful.
    Posted: Feb 14, 2019 By: Newchodge Member since: Nov 8, 2012
  6. hr_novice

    hr_novice UKBF Newcomer Free Member

    3 0
    Hi Newchodge. Yes, I am updating our current absence management policy and trying to make it more specific and after I'll finish my draft, I will ask someone more qualified to check it. Thank you. :)
    Posted: Feb 14, 2019 By: hr_novice Member since: Feb 12, 2019
  7. Employment Law Clinic

    Employment Law Clinic UKBF Big Shot Full Member - Verified Business

    3,343 1,576

    What an absurd policy – effectively, don’t get sick around any planned holidays. How is someone expected to manage & time their sick leave, so it doesn’t coincide with holidays?

    Moving to a stage 1 (or any stage) arbitrarily because of sick leave would be too harsh. The trigger point should never be blindly followed, necessitating further action in every case; the trigger should prompt the manager to look at the case more closely, decide whether formal action (a stage 1 or whatever formal meeting) is necessary. Return to Work interviews can be a useful opportunity to gather more facts that would help inform the manager’s decision on whether to take formal action, but doing it based on trigger points alone, rather than a manager’s discretion (after having been triggered to look at the case more closely) could easily lead to unfair treatment.

    Furthermore, if someone takes leave around holidays, it will be necessary to establish when the sick leave/holidays were respectively taken – was the employee sick/claiming sick leave when holidays had been intended?

    Karl Limpert
    Posted: Feb 14, 2019 By: Employment Law Clinic Member since: Aug 10, 2009