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
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.
Sickness absence: Acas guidelines
When it comes to ensuring a robust sickness absence policy is in place, it's always worth checking your current procedure and protocol with HR best practice.
The Acas guidelines for sickness absence are a solid reference point through which businesses can stay prepared to deal with employee absence when necessary, and also to prevent work-related illnesses from developing into longer-term issues. Learn more about Acas, here.
Of course, there’s an optimum position for any company when dealing with sickness leave, and it will vary from employer to employer and from job to job.
If your business is still seeking professional employment law advice on sickness absence, our absenteeism experts are here to help.
Peninsula Business Services can provide advice and assistance on any aspect of formulating a sickness absence policy. Contact us
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