Sick leave basic questions

[R.Anders]

Hello

When an employee calls in sick, do we still pay them?
Do they need to provide some sort of proof?

As we've never had to deal with this, the odd scenario an employee couldn't work due to sickness we just let it slide as we have a small team and no one was ever off sick for more than 1 or 2 days. We paid them anyway in that case.

I'm just wondering what the law says, happy to also be sent somewhere to read more about it.

Also, what do you do if an employee says that they are having me mental health issues so they must go home? Or they can't come in?

I don't doubt them but wonder what help an we offer? How many days of this should we "support"with pay? When someone has a cold, they go to the doctor and it's usually a couple of days but with anxiety, panic attack, stress etc, that's a different story

 

[Lisa Thomas]

I suspect the answer is a mixture of a) what their employment contract says plus b) the law, which can be found here:

Statutory Sick Pay (SSP): employer guide

Employer guide to Statutory Sick Pay - SSP rates, form SSP1, eligibility, fit notes (formerly sick notes), recover statutory pay.

www.gov.uk

 

[IanSuth]

you may want to look at an occupational health appointment for them, either it will help them get back to work, let you know adjustments you might need to make or allow you to make a capability case for dismissal.

From memory £150-250 depending

You really ought to have a written policy regarding absence triggers for a meeting etc etc - they are as much to give you protection if you need to go down the dismissal route as you can show you have been fair throughout the process but they also lay down clear expectations

 

[Newchodge]

You do seem to be having quite a lot of issues, some of which you really need to be on top of before you make a costly mistake. Have you looked at getting someone to set you up with a suite of policies and an employment contract?

 

[R.Anders]

you may want to look at an occupational health appointment for them, either it will help them get back to work, let you know adjustments you might need to make or allow you to make a capability case for dismissal.

From memory £150-250 depending

You really ought to have a written policy regarding absence triggers for a meeting etc etc - they are as much to give you protection if you need to go down the dismissal route as you can show you have been fair throughout the process but they also lay down clear expectations

Is it really just a matter of internal policy?

Employee calls in sick with stress and we just don't pay them? Sounds harsh

 

[IanSuth]

Is it really just a matter of internal policy?

Employee calls in sick with stress and we just don't pay them? Sounds harsh

It is which is why a lot of companies have a policy re paid sick leave - but the legal position is that you don't have to pay them other than SSP

But is this is work related stress you really out to be working out the "why" if only to protect yourself if they try and claim you (the company) caused the stress.

 

[SmartClinic]

you may want to look at an occupational health appointment for them, either it will help them get back to work, let you know adjustments you might need to make or allow you to make a capability case for dismissal.

From memory £150-250 depending

You really ought to have a written policy regarding absence triggers for a meeting etc etc - they are as much to give you protection if you need to go down the dismissal route as you can show you have been fair throughout the process but they also lay down clear expectations

Or £140 if you ask us

In all seriousness though, if I can help with any questions relating to occupational health, fitness for work etc then do let me know.

A GP note is usually required for SSP, but remember it is only advisory and based on a 8-10 minute conversation with a generalist - more specific and detailed medical assessments from occupational health will help you to manage an employee's health issues, ensure they have the adjustments need, and determine what they can and can't do (medically) both now and in the future.

It also demonstrates that as an employer, you're seeking specialist advice to ensure you're supporting the employee whenever you can.