Sickness Absence Warning Letter


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Are you looking for a professional Sickness Absence Warning Letter? If you've been feeling stuck or lack motivation, download this template now!

Do you have an idea of what you want to draft, but you cannot find the exact words yet to write it down or lack the inspiration how to make it? If you've been feeling stuck, this Sickness Absence Warning Letter template can help you find inspiration and motivation. This Sickness Absence Warning Letter covers the most important topics that you are looking for and will help you to structure and communicate in a professional manner with those involved. 

SICKNESS ABSENCE MANAGEMENT GUIDELINES April 2010 1 SICKNESS ABSENCE GUIDELINES CONTENTS Section Title Page 1 Introduction 3 2 Purpose 3 3 Application 3 4 Principles 3 5 Employee Responsibilities 4 6 Manager Responsibilities 6 7 False Declaration of Sickness Absence 6 8 Sickness Absence And Annual Leave 7 9 Payment During Absence 7 10 Frequent Short-term Absence 7 11 Formal Sickness Absence Management process 8 12 Long-term Sickness Absence 10 13 Phased Return To Work 11 14 Disability 12 15 Redeployment 12 16 Occupational Health Referrals 12 17 Counselling Service 13 18 Statutory Sick Pay 13 19 Injuries at Work 13 Appendix A Template letter to manager’s meeting Appendix B Template Stage One letters summarise 2 outcomes from 14 15 SICKNESS ABSENCE MANAGEMENT GUIDELINES 1.. PURPOSE The broad aims of these Guidelines are:  to provide a supportive environment for employees affected by ill-health  to ensure that sickness absence is managed responsibly, consistently and fairly, giving employees confidence in the University’s approach  to encourage and develop a positive culture towards attendance at work  to encourage and develop a positive culture towards managing work effectively to prevent unnecessary sickness  to define the responsibilities of all University employees in relation to implementing the Guidelines.. The meeting will allow discussion of the absence during the monitoring period to explore why expected improvements have not been met and will allow the manager, with advice from the Human Resources Manager, to decide whether:  an adjournment to seek further information is required  a further period of monitoring is merited, or  formal action in the form of either a capability or disciplinary warning Where an adjournment for further information or a further period of monitoring is agreed, this will be confirmed in writing and a follow-up Stage One Review Meeting, following the above format, will be convened at the appropriate time.. Human Resources M

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