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Guidance on the Sickness Absence Procedure

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Purpose and principles of the Sickness Absence Procedure and this guidance, aims of this guidance

Reference to the Sickness Absence Procedure

Section 1

Purpose

The University is committed to prioritising the health and wellbeing of all employees. To support these aims, this guidance has been developed to provide practical advice and support to managers and employees to support individual health and during instances of sickness absence.

This guidance is supplementary to the University’s Sickness Absence Procedure and the Conditions of Employment relevant to sickness absence (section 10).

This guidance aims to help:

Managers who are:

  • providing a supportive environment that prioritises the health and wellbeing of employees;
  • supporting and managing employee absences – providing advice on when and how to respond to sickness absence;
  • providing reasonable adjustments to support disabled employees in work;
  • authorised to take action under the Sickness Absence Procedure.

Employees by:

  • raising awareness of the support available to them to support their health and wellbeing;
  • providing guidance and support around workplace adjustments (or signposting to) for disabled employees;
  • helping to understand the stages of the Sickness Absence Procedure.

Principles

The University understands there will be times where employees are unable to work due to ill health. Sickness absence should be treated empathetically and within the framework of the Sickness Absence Procedure, which recognises that illness is not attributable to misconduct.

Whilst the Sickness Absence Procedure provides a framework to ensure that absences are managed fairly and processes followed consistently, it is important to note that individual health circumstances will be considered through this procedure, of which this guidance will support. Concerns over health, wellbeing and/or attendance should be discussed at the earliest opportunity through supportive conversation between the manager and employee. This should involve signposting to appropriate internal or external support. Managers and employees may consider obtaining advice from Occupational Health, which can include (with the employee's consent) an Occupational Health management referral.

Absences under the Sickness Absence Procedure, and any payment of university sick pay, are for health-related absences of university employees only. The Sickness Absence Procedure should not be used where the ill health or injury is that of a family member or other dependent, including partners and children. In these circumstances Special Leave should be explored as appropriate.

Support is available from the HR Advisor team throughout all stages of the procedure. Employees can reach out for support via hradvisors@exeter.ac.uk and managers should seek advice as required at the earliest opportunity.

Note: the Sickness Absence Procedure and this Guidance use the general term ‘manager’. The person responsible for managing absence will differ between Faculties and Services and it is the responsibility of the Head of Faculty/Director of Professional Service to ensure that employees with management responsibilities are aware of their role in relation to sickness absence and that employees know who to report absence to.