Sickness & Absence policy

1. Purpose

JobsinED recognises the importance of promoting a healthy work environment and supporting employees during times of sickness and absence. This policy outlines the procedures and expectations regarding sickness reporting, absence management, and support mechanisms for employees.

2. Scope

This policy applies to all employees of JobsinED, including permanent, temporary, and contracted staff.

3. Reporting Sickness Absence

Employees are required to notify their line manager or the designated person within JobsinED as soon as possible if they are unable to attend work due to sickness.
Notification should be made preferably before the start of the working day or within one hour of the employee's normal start time.
If the absence is anticipated to continue for more than one day, the employee should provide regular updates on their condition and expected return to work date.

4. Statutory Sick Pay (SSP)

Eligible employees are entitled to receive statutory sick pay as per UK legislation.
Employees must adhere to the company's procedures for claiming SSP, providing necessary documentation and information.

5. Fit Note (Medical Certificate)

Employees absent for more than seven consecutive days due to sickness must provide a fit note (medical certificate) from their doctor.
Fit notes should be submitted to the HR department without delay upon receipt.

6. Return to Work Interviews

Following any period of sickness absence, employees are required to attend a return-to-work interview with their line manager or an HR representative.
The purpose of the interview is to discuss the reasons for the absence, offer support if necessary, and facilitate a smooth return to work.

7. Support and Rehabilitation

JobsinED is committed to supporting employees in their recovery and rehabilitation following sickness absence.
Where appropriate, reasonable adjustments may be made to support employees returning to work, in line with the Equality Act 2010.

8. Long-Term Sickness Absence

If an employee's sickness absence extends beyond four weeks, the company will maintain regular contact with the employee to monitor progress and explore options for support and rehabilitation.
Consideration may be given to medical assessments or occupational health referrals to assess fitness for work and identify any adjustments that may be required.

9. Monitoring and Review

JobsinED will monitor sickness absence levels to identify trends, patterns, and areas for improvement.
This policy will be reviewed regularly to ensure compliance with UK legislation and best practices.

10. Confidentiality

All information relating to an employee's sickness absence will be treated confidentially and in accordance with data protection legislation.

11. Disciplinary Action

JobsinED reserves the right to take disciplinary action against employees who fail to adhere to this policy or who misuse sickness absence procedures.

12. Acknowledgment

All employees are required to familiarise themselves with this policy and adhere to its provisions. By signing their employment contract, employees acknowledge their understanding and acceptance of this policy.

This Sickness and Absence Policy will be communicated to all employees and made available in the employee handbook. Any questions or concerns regarding this policy should be directed to the HR department.