Managing Long Term Absence

Neil Wilson

Long Term Absence

• Tackle proactively from the outset• Keep in contact with the employee • Consider workplace adjustments• Use professional medical advice• Consider medical treatment• Return to work planning• Return to work implementation• Monitoring/Feedback

Long Term Absence Keep in Touch

• Climate of trust• Trained managers• Timing and form of contact• Flexibility per case• Records

Invitation to Informal Meeting

• Purpose of meeting• Sufficient notice• Accompanied• Venue

At the Informal Meeting

• Reason for absence• Medication and side affects• Prognosis or diagnosis• Further treatment• Return date• Consent to medical report

Medical Input

• GP

and/or

• Occupational Health Provider

and/or

• Consultant

Review of Medical Report

• Clarity• More information needed• Has it dealt with questions asked?• Need for more information

Invite to Formal Meeting

• Purpose• Sufficient notice• Accompanied• Venue• Documents (medical report)

At the Formal Meeting

• Preparation in advance• Introductions• Purpose• Questions• Documents• Pace of meeting/breaks

Long Term AbsenceDisability Discrimination

• Less favourable treatment• Duty to make reasonable adjustments• Utilising professional advice• Adjustments to working arrangements• Adjustments to premises• Adjustments to job• Phased return• Listen to the professionals• Respond to their recommendations

Long Term AbsenceDismissal

• Capability• Procedure• Right of appeal• Compromise agreements

Stress related absence

• See handout

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