Long-Term Sick Leave

Have you been unable to attend office due to an illness? Are you worried that long-term sick leave can be the reason you lose your job? Can ZOHL help you with reasonable adjustments at the workplace? Let’s have a look.

Every year companies go through a loss of millions because employees miss work and employers still have to pay SSP (Statutory Sick Pay). Simultaneously, employees go through a lot of stress during this time because they are worried about losing the job. Thus, there are some points from the Equality Act 2010 that benefit both the employee and the employer. 

What is long-term sick leave?

It is defined as a period of continuous absence that exceeds more than four weeks. The leave is mostly due to an unexpected illness or a chronic condition. It may also be because of domestic issues or workplace bullying. But the question is if you are stuck in such a difficult situation, do you get any benefits from work? The answer is YES. But how to avail work benefits? Through ZOHL, that ensures your safe return to work with reasonable adjustments.

Remember involving Occupational Health services is a crucial step in managing the long-term absence of any employee. It comes under the essential steps that a manager has to take.

How does Zosh Occupational Health help in case of Long-term sick leave?

A manager mostly makes a referral and the Occupational Health Company helps in providing the solution that helps both the parties. ZOHL questions the employee in an arranged meeting or a phone call about what’s affecting him. 

An Occupational Health company first investigates and digs out the cause of long-term sick leave. ZOHL investigates and quotes if there is an underlying condition requiring treatment, a domestic issue preventing someone from coming to work like divorce or if there is workplace harassment affecting the attendance.

Does it prepare any legal documents? ZOHL prepares a report that indicates if there is an underlying cause of an absence that is severely affecting the worker’s wellbeing. In case the condition is chronic, our health practitioners include advice and reasonable adjustment for improving attendance. 

At the end of the session, the prepared report is presented in front of the employee. As per the approval, it is put forward and sent to the manager. 

The next question is, What can a reasonable adjustment be? For example, if an employee is diagnosed with depression, a phased return to work can be a reasonable adjustment. Phased return ensures returning to full hours and duty with time.

Moreover, ZOHL helps in removing the barriers that put an employee off from work. This may include a rehabilitation program, regular visits to work before returning, reduced working hours, working from home, and even a temporary change of job until the employee gains back his previous energy. 

All in all, the main aim of ZOHL is to ensure the safe and quick return to work of any employee. Once you have handed the matter to ZOHL, you know that not just the employee but also the company’s wellbeing is now in good hands. Get in touch with us today!