Managing your absence
The way in which your absence is managed will vary depending on the length and nature of your absence. The table below details the main stages of the process.
Short Term absence
Employees returning from work after short term absences will follow the process in table below.
| Return to work | Meetings | Notes |
| First and Second Absence | Return to Work Discussion after each absence | Your manager will acknowledge the absence and will note any concerns regarding your attendance record. Your manager will offer support where appropriate. |
| Third Absence & return from subsequent absences | Return to Work Discussion | Your manager should schedule an Attendance Support Meeting with you. At the meeting your manager will consider if there is an underlying medical condition, whether the right support is being offered, and if there are any absence patterns and/or if there is a conduct issue. |
| Third Absence & return from subsequent absences | Attendance Support Meeting is applicable at the third and subsequent absences within a 12 month rolling period. | Your manager should consider the absence and agree targets and actions. These will be confirmed to you in writing. Your manager may also consider whether the absence is due to a capability issue or a conduct issue. |
Return from Long Term Absence
Some of the many factors your manager will take into account when managing your period of long term absence are outlined below:
- What support are you receiving from your GP or other specialist to ensure that you can return to work as soon as reasonably possible?
- What support can the Council provide you with to facilitate an early return to work?
- Will you require short/medium or long term adjustments when you return?
- Do you need an Occupational Health assessment?
- Can Access to Work provide any specialist equipment or support required to enable you to return to work?
- Do you have a disability covered by the Equality Act?
- What reasonable adjustments need to be made to accommodate your disability? Can the adjustments be accommodated given your work environment and/or duties?
- Will you require special leave to attend regular treatments/check-ups etc?
- Can you continue to undertake your role to an acceptable standard with the adjustments that are recommended?
- Do you meet the criteria for ill-health retirement?
- Has the duration of your absence exceeded a reasonable timeframe or is the return to work unknown or unlikely to be within a reasonable timeframe?
The following outcomes will be documented after any meeting:
- Any action plan outlining the agreed support and interventions to enable you to work towards a return to work date.
- Your progress will be monitored following a return to work at regular reviews and an assessment of whether your adjustments are still required or need altering will be carried out. Any changes will be documented and included in outcome letters.
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