Consultation Launched On Proposals To Reduce Ill Health Related Job Losses The government has launched a public consultation on proposals to reduce ill health related job losses. The proposals to reduce ill health related job losses include: The consultation closes
In this article I look at the common causes of unsatisfactory absence, what the national standards of absence are and what you can do to reduce unsatisfactory levels of absence.
Research suggests that Return to Work Meetings are a good way of combating persistent absences as most staff will think twice about skiving off work it they know that the absence will be noticed and will be inquired into by management on their return to work.
Read my Top Tips to carrying out return to work meetings and download my template return to work meeting form.
This is a totally new approach to sickness absence and as an employer you need to be prepared that, from this month, the first you may know that an employee has been referred to Fit For Work is through receipt of a return to work plan.
Read what the scheme is about and my tips for preparing for the new regime.
GP leaders at the 2016 Annual BMA Conference demanded an end to their role in the fit note regime and an extension to the period of self-certification from one week to two weeks.
I will keep this article updated as news is forthcoming.
Occupational Health is about the well being of employees whilst carrying out their employment, with the aim of reducing accidents and injuries along with reduction in lost working time.
Read my Top Tips to how Occupational Health Advisors can support your business.
Jonathan Jones was branch manager for Jewson Ltd in Cardigan, West Wales and had been employed by them for 22 years. He had signed a 48 hour opt out agreement and there was a clear expectation that branch managers would work far in excess of their contracted hours.
Overturning a tribunal’s finding of unfair dismissal, the EAT has held that an employer had properly decided on the basis of the evidence available to it, which included a report from occupational health and a clinical psychologist, that an employee was not fit to return to his stressful managerial role. His dismissal for ‘capability’ (or rather the lack of it) was fair. The EAT reiterated that the decision to dismiss an employee is a managerial one and not a medical one. An employer should make its own assessment of the risk to an employee’s health from returning to work.