Reducing Sickness Absence - Easy Ways to Cut Costs
Sickness absence is bad for business. Fraudulent sickness absence is estimated to cost employers £781 per employee annually in direct costs. You need a compelling strategy to manage sickness absence and save your business money.
This book shows how to manage and reduce sickness absence in your workplace. It helps you deal with persistent short-term offending, reduce your sick pay bill and get staff back to work sooner. It also explains your rights and the steps to take should the situation get out of hand. This new edition covers the latest case law on the subject, including the changes to fit notes. It will show you how to:
- Analyse sickness absence in your business
- Set out a well-drafted sickness absence policy
- Deal with fit notes
- Conduct return-to-work interviews
- Tackle sick pay in the most cost-effective way
- Avoid discrimination, take disciplinary action or dismiss an employee
- Promote a healthy workplace
There's no escaping the many problems caused by sickness absence. Aside from the financial burden, it leads to disruption and reduced productivity. You can no longer sit back and let it happen. The advice in this book will help you fight back and safely manage sickness absence.
| Type of product | |
|---|---|
| Identifier (EAN / ISSN / Action Code) | 9781911744528 |
| Availability | In stock |
| Publisher | Lefebvre UK |
| Publication Date | Nov 27, 2025 |
Table of contents
Chapter 1 - Sickness absence: an overview
2.1. Short-term sickness absence
2.2. Long-term sickness absence
3. The real causes of sickness absence
3.2. Fraudulent sickness absence
5. A review of sickness absence
5.1. Working for a Healthier Tomorrow
5.3. Improving Lives: the Future of Work, Health and Disability
Chapter 2 - Analysing sickness absence
2. Why analyse sickness absence rates?
3. How to calculate sickness absence rates
3.2. Average days lost per employee
Chapter 3 - A robust sickness absence policy
2. What are the legal requirements?
3. What should a sickness absence policy include?
3.4. Medical evidence of incapacity
3.5. Right to request a medical assessment
3.6. Return-to-work interviews
3.7. Fit notes and workplace amendments
3.8. Phone calls out and home visits
4. Non-contractual status of a sickness absence policy
5. Dealing with policy breaches
5.1. How can a policy be breached?
Chapter 4 - The fit note regime
2.1. Why were fit notes introduced?
2.2. How do they differ from sick notes?
2.3. The benefits to employers
3. What information does a fit note include?
3.2. Changes brought in by the fit note system
3.4. What is the guidance on fit notes?
4. The healthcare professional’s options
4.2. “May be fit for work taking account of the following advice”
5.1. The “not fit for work” procedure
5.2. The “may be fit for work” procedure
5.3. The legal status of the healthcare professional’s advice
Chapter 5 - Return-to-work interviews
2. The purpose of return-to-work interviews
2.1. Why carry out return-to-work interviews?
2.2. Who should carry out return-to-work interviews?
2.3. Return-to-work interviews and disciplinary action
3. The return-to-work interview process
3.1. Preparing for the interview
2.1. Who is entitled to statutory sick pay (SSP)?
2.2. What is the current rate of SSP?
2.3. When do SSP payments become due?
2.6. When should SSP be withheld?
2.7. Medical evidence for SSP payments
2.9. Opting out of the SSP scheme
3.2. Medical evidence for company sick pay
3.4. Full contractual sick pay
Chapter 7 - Seeking specialist advice
2. Medical examinations clause
3. The Access to Medical Reports Act 1988
4. Getting the medical experts involved
4.1. The employee’s own GP, consultant or specialist
5. Seeking occupational health advice
5.1. What is occupational health?
5.2. Why might you need an occupational health advisor (OHA)?
5.4. Other ways to locate an OHA
Chapter 8 - Avoiding discrimination
2.2. The duty to make reasonable adjustments
2.3. What are reasonable adjustments?
3.2. Sickness absence during pregnancy
3.3. Sickness absence during maternity leave
3.4. Sickness absence at the end of maternity leave
4.1. Prior to an offer of employment
4.2. After the offer of employment
Chapter 9 - Discipline and capability issues
2. Taking disciplinary or other formal action
2.1. Suspicion of fraudulent sickness absence
2.3. Dismissal as disciplinary action
Chapter 10 - Supporting a healthy workforce
2.2. Prohibit eating at workstations
3. Alcohol and substance misuse initiatives
4. Smoking cessation initiatives
4.2. Smoking cessation programmes