Crafting a fair sick leave policy can be a headache for small businesses and startups. Recent data shows a 55% rise in sickness absence rates since 2019. This guide will help you create a balanced approach to sick leave.

Read on to build a policy that works for everyone.

Understanding Sick Leave

Sick leave is a key part of work life. It helps staff take time off when they’re ill without losing pay.

Definition and Types

Sick leave is time off work due to illness. It helps staff rest and get better. There are two main types: short-term and long-term sick leave. Short-term covers brief illnesses like colds.

Long-term is for serious health issues lasting over four weeks.

UK law sets rules for sick pay. Firms must give Statutory Sick Pay (SSP) to eligible workers. The weekly SSP rate is £88.45 for up to 28 weeks. Some companies offer more generous sick pay on top of SSP.

This can boost staff loyalty and health.

Statutory vs. Company Sick PayStatutory and company sick pay differ in their legal requirements and benefits. Here’s a breakdown of the key differences:

Statutory Sick Pay (SSP)	Company Sick Pay
Set by law	Decided by the employer
£88.45 per week for up to 28 weeks	Can be more generous than SSP
All eligible employees are entitled	May have eligibility criteria
Starts from the fourth day of illness	May start from the first day of illness
Paid by the employer	Paid by the employer

SSP is the minimum legal requirement. Many firms offer better terms. Company sick pay can vary widely. It may include full pay for a set time. Some businesses offer no extra benefits beyond SSP. The choice depends on company size and resources. Startups often struggle to provide generous sick pay. Yet, good sick pay can boost worker loyalty and health.

Crafting an Effective Sick Leave Policy

A good sick leave policy helps both workers and bosses. It sets clear rules for time off and pay when staff are ill.

Notification Procedures

Clear rules for sick leave help both staff and bosses. A good sick leave policy should spell out how to tell work when you’re ill.

• Tell your boss as soon as you can. Call or text before your shift starts.
• Say how long you think you’ll be off. This helps plan work better.
• Give details about your tasks. Your team can cover for you if they know what needs doing.
• Follow up with an email if you called. This keeps a record of your absence.
• Let work know if you’ll be off longer than expected. Update them on your return date.
• Tell HR or payroll too. They need to know for sick pay reasons.
• Use the right form to record your sick days. Many firms have special forms for this.
• Get a doctor’s note for longer illnesses. UK law says you need one after seven days off.
• Keep in touch during long absences. A quick call each week helps you stay connected.

Next, we’ll look at what papers you might need to show when you’re off sick.

Certification and Documentation Requirements, including obtaining a sick note for work

Small firms need clear rules for sick leave. These rules should cover how to prove illness and get sick notes.

• Ask staff to call in sick early. This helps plan work for the day.
• Set a time limit for getting a sick note. Most firms ask for one after 7 days off.
• Accept self-cert forms for short illnesses. These work for up to 7 days off.
• Request a fit note from a doctor for longer illnesses. This proves the need for time off.
• Keep all sick notes safe and private. Follow data laws to protect staff info.
• Check fit notes for any advice on return to work. This helps staff come back safely.
• Train managers on sick leave rules. They need to know how to handle time off fairly.
• Use a standard form for recording sick days. This makes it easy to track absences.
• Review sick leave records often. Look for patterns that might need more support.
• Be clear about pay during sick leave. Explain how much and for how long staff get paid.
• Have a plan for long-term illness. This might include talks with staff about their needs.

Sick Pay Entitlements

Sick pay helps workers when they can’t work due to illness. In the UK, the law sets a basic amount. This is £88.45 per week for up to 28 weeks. Many firms offer more than this basic pay.

They do this to keep good staff and show they care. Some give full pay for a set time. Others use a sliding scale based on how long you’ve worked there.

Startups and small firms must think hard about sick pay. They need to balance costs with staff needs. A good policy can boost morale and keep people. It can also cut down on fake sick days.

The 2024 Sick Leave Report shows why this matters. It found a 55% rise in sick days since 2019. That’s about 128 sick days per firm each year. A clear policy helps manage this issue well.

Managing Different Types of Sickness Absence

Businesses face different types of sick leave. Short-term and long-term absences need unique approaches. Smart policies help firms handle excessive sick days fairly.

Short-term Sickness

Short-term sickness often lasts a few days. It can be due to colds, flu, or stomach bugs. Small firms need clear rules for these brief absences. A good policy helps staff know what to do when they’re ill.

It also helps bosses manage work when someone is away.

Firms should set out how workers tell them they’re sick. They might ask for a doctor’s note after a set time. The Sick Leave Report shows sick days went up by 55% since 2019. This means firms need to plan for more short-term illness.

A fair policy can help keep staff happy and healthy.

Long-term Sickness

While short-term sickness often lasts a few days, long-term sickness can stretch for weeks or months. It poses bigger issues for small firms and new companies. The Sick Leave Report in 2024 showed a 55% rise in sick days since 2019.

On average, each business lost 128 work days to illness.

Long-term sick leave needs careful handling. Firms must balance support for ill staff with keeping the business running. A clear policy helps manage this tricky situation. It should cover pay, keeping in touch, and return to work plans.

Small firms may find it hard to cope with long absences. Yet, a fair approach can boost staff loyalty and cut turnover.

Handling Excessive Sick Days

Excessive sick days can hurt a small business. The Sick Leave Report in 2024 showed a big jump in time off. Firms saw 128 sick days on average. This costs money and slows work. To handle this, bosses need clear rules.

They should talk to staff who are often away. Find out why they miss work so much. Maybe there’s a health issue or problem at work.

Bosses can help cut down sick days. Make the office a healthy place. Give staff ways to stay fit. Let people work from home if they feel a bit ill. This stops germs from spreading.

Have a fair policy for time off. Make sure everyone knows the rules. If someone takes too much time off, talk to them. Find out how to help them get back to work. A good sick leave plan keeps staff happy and work moving.

Legal Compliance and Employee Rights

Small firms must follow the law on sick leave. They need to know about SSP and worker rights. Read on to learn more about these key points.

SSP Eligibility and Calculation

Statutory Sick Pay (SSP) is crucial for small businesses and startups. It ensures fair treatment of ill employees. Here’s a breakdown of SSP eligibility and calculation:

SSP Eligibility	SSP Calculation
– Employee earns at least £120 per week – Has been ill for 4 or more days in a row – Has informed the employer within their deadline	– Weekly rate: £88.45 – Paid for up to 28 weeks – First 3 days are unpaid (waiting days) – Starts from the 4th day of illness

Firms must pay SSP to eligible staff. The weekly rate stays fixed at £88.45. This amount applies for up to 28 weeks of sickness. Employers should note the 55% rise in absence rates since 2019. On average, businesses face 128 sick leave days yearly. Having a clear SSP policy helps manage these absences effectively. It also supports staff when they can’t work due to health issues.

Legal Rights Around Dismissal for Sickness

Employees have rights when it comes to sickness dismissal. UK law protects workers from unfair treatment due to illness. Bosses must follow proper steps before letting someone go for being sick.

This includes giving warnings and looking at other options first.

Small firms need to know these rules to avoid legal trouble. They should have clear policies on sick leave and dismissal. Firms must also make fair changes for disabled staff. Next, we’ll look at ways to cut down on sick days in your business.

Tips for Reducing Sick Days

Bosses can cut sick days by making work fun and healthy. Read on to learn more smart ways to keep your team happy and at work.

Promoting a Healthy Work Environment

A healthy work space helps staff stay well. Small firms can boost health by offering good chairs and clean air. They can also give workers breaks and time to move. These steps cut sick days.

The Sick Leave Report shows absences went up 55% since 2019. But a good work space can help fix this.

Firms should think about mental health too. They can offer help for stress and give flexible hours. This makes staff feel cared for. It also helps them do better work. A good work space keeps people happy and cuts time off sick.

Addressing Presenteeism

A healthy work space helps, but we must also tackle presenteeism. This is when staff come to work ill. It can harm both the sick person and their team. The Sick Leave Report shows sickness rates went up 55% since 2019.

This means more people may feel pressure to work when unwell.

Small firms can fight presenteeism with clear rules. Let workers know it’s okay to stay home when sick. Offer remote work options if possible. Train managers to spot signs of illness in staff.

Encourage open talks about health. This builds trust and helps everyone stay well and productive.

Conclusion

Sick leave policies matter for small firms and new companies. They help keep workers happy and healthy. Good rules can boost team spirit and cut down on missed work days. Smart bosses know that caring for staff pays off in the long run.

With clear plans in place, everyone wins – the workers and the business too.

FAQs

1. What is sick leave?

Sick leave is time off work when you’re ill. It’s part of your job rights. Small firms and new companies should have clear rules about it.

2. How much sick pay should we offer?

The law sets a basic amount. But many firms give more. This can help keep good workers. It’s wise to spell this out in job contracts.

3. Can we ask for proof of illness?

Yes, you can ask for a note from a doctor. But only for long absences. Be careful with private health info. Follow data protection rules.

4. How do we handle long-term sick leave?

Talk to the worker often. See if they need help to return. You might need to make changes at work. The Equality Act 2010 may apply here.

5. Should we have a back-to-work chat?

Yes, it’s a good idea. It shows you care. You can check if they’re okay to work. It also helps spot any workplace issues.

6. How can we cut down on sick days?

Create a healthy workplace. Offer flexible hours. Have an employee help program. Look after workers’ mental health too. Happy staff take less time off.