Sickness and Absence Management
With a detailed knowledge of different occupations, working environments, and management cultures, Fitness At Work’Limited, we can work with your people to resolve difficult cases and achieve a satisfactory outcome. We can provide independent medical reports and liaise with other healthcare professionals while respecting medical confidentiality.
Overview
Research shows that in 2014 sickness absence cost employers an average of £16 billion. Absenteeism is a common issue across workplaces of all sizes and sectors; a common goal we share with your organization is the desire to reduce disruption and the cost of absenteeism. ‘Fitness at Work’ Limited is able to offer proactive and reactive service to meet your company needs, addressing:
- Repeated short-term absence;
- Long-term absence;
- Adjustments in the workplace (i.e. disability or other known, presenting conditions);
- Planning a return-to-work following sickness or incident; and
- Concerns over an employee’s fitness (i.e. suspected substance abuse or reduced productivity and engagement at work).
Benefits of Managing Attendance
The benefits of putting in place robust attendance management policies and procedures include:
- Reduction in the frequency and length of absences;
- Reduction in long term disability claims/ill-health retirements;
- Reduction in the direct and indirect costs associated with absence;
- Increased productivity;
- Improvement in employee morale as the need to ‘pick up the slack’ for absent colleagues is reduced.
Managing Individual Attendance
Fitness At Work can help your organisation manage individual absences by:
- Providing advice, based on the diagnosis, on the expected duration of absence;
- Clinically identifying which cases require early intervention to ensure that absence is not unnecessarily prolonged;
- Managing each case medically to ensure that the employee is receiving the appropriate treatment and that they receive this treatment as quickly as possible;
- Monitoring the employee’s medical condition and advising when the employee is fit to return to some type of work;
- Working with HR and managers to develop a rehabilitation back to work program;
- Excluding health problems for employees with frequent short term absence before disciplinary action is taken by the line manager;
- Assessing an employee’s eligibility for ill-health retirement or permanent health insurance.