While many companies see no reason to exceed the absolute minimum legal requirements of sick leave entitlement, others will factor some concessions into their company-wide policies or individual contracts. It is likely, for example, that an executive earning a six-figure salary will not be expected to get by on the minimum statutory sick pay of £94.25. But it is not just those at the top of a company that can benefit from such advantageous terms – some employers see tangible advantages in exceeding the legal minimums right the way down the pay scale. Ensuring that a sick employee is kept financially stress-free during a traumatic or uncomfortable period might assist in their speedy recovery. Maintaining good relations between employers and employees can be helped by suitable treatment of them when they are sick (something that affects almost everyone at some point) but at the same time, employers need to be wary of making sick leave so easy as to become part of the fabric of the working environment. Some employees might treat an annual sickness “entitlement” as another form of holiday leave.