In Sickness And In Health

I often wonder if I should have been a doctor instead of a lawyer. It comes as no surprise to me to hear this week that we are now officially one of the sickest countries in Europe. The latest government sponsored report puts the cost of our country’s ill health at £100 billion a year. In business terms, some 175 million working days are lost annually due to ill health. All is not good for industry, but what can actually be done to improve the position?

The latest proposal is to create a new “fit note” to replace the traditional sick note. The idea is that GP’s should set out in the note what an individual can do at work, rather than what they can’t do. Employers should be able to get employees back to work quicker and everyone is happy. Sounds good, doesn’t it?

In theory, yes. Everyone agrees that getting people back to work is a priority. Many employers already look to their employee’s GP for this assessment. But do or will an already over stretched GP really have the time or industry experience to determine what a person’s job entails and make an accurate assessment of whether they are able to return to it? Or to an alternative position? I am not alone in having my doubts.

I am frequently asked to advise on these types of issues. My view is that an occupational health doctor is far better placed to make this assessment, and many employers across the South West are missing this trick.

For employees on long-term sick leave, my advice is not to let it drift. That doesn’t mean harassing unwell employees into returning to work. It means ensuring that those employees are not forgotten about. In the majority of cases, you should keep in touch with absent employees on a fairly regular basis and refer them on for an occupational health assessment after the first month or so of absence. This will give you a clearer idea of what the problem is, how long the employee is likely to be off, and whether there is anything you can do to facilitate their return. Asking the right questions of the occupational health doctor is critical to your ability to actively manage the situation and your business.

This medical report should form part of any long-term absence procedure. Once you have received the report, you should ensure that you meet with the absent employee to discuss its contents and any recommendations. This may include temporary adjustments to the employee’s existing job, looking for alternative work or introducing a phased return to work.

A failure to obtain and discuss a medical report with an absent employee will not only mean he or she is likely to be absent for longer, but will also be a nail in your coffin in the event you take the decision to dismiss the absent employee in the longer term.

For more information or advice, contact Susie Halliday

Published 26/03/2008. The author of this article is Susie Halliday