In recent months, staff shortages have impacted a number of organisations across the UK, leading Government Ministers to consider new initiatives to reduce the levels of economic inactivity. Telling doctors to sign less people off sick is one of the measures being considered as part of the government’s goal to minimise the amount of long-term absence. The government has stressed the benefits, particularly to employees’ mental health, of continuing at work, so is keen to focus on providing support to enable them to do so.
As such, medical professionals who are contacted by employees to obtain a fit note would be encouraged to look at all ways to help them to remain in work, rather than automatically agreeing to a period of absence. It’s suggested that signposting staff to support measures at the earliest opportunity would provide the most benefit to them and reduce the duration and frequency of their absence.
Where your clients are aware that an employee has an underlying health condition, or is struggling in any capacity at work, they should arrange a welfare meeting with them at the earliest opportunity. This informal discussion can be used to make sure the employee has all the support they need and to agree any reasonable adjustments that the employee feels they would benefit from.
Where necessary, your clients can refer their employees to occupational health, or to other medical professionals, for a comprehensive medical report. Doing so can provide an expert’s opinion on the employee’s fitness for work and the adjustments which can be implemented to remove any barriers they face.
This being said, there will be some employees who do require time away from the workplace to rest and recover. In such situations, refusing a sick note could be detrimental to their health. Whilst your clients can require a fit note for absences lasting more than seven days, they may wish to explore alternative options if this can’t be provided. For example, agreeing a period of annual leave or temporary unpaid leave. In doing so, they should, however, be mindful that the longer the employee is off, the more difficult it may be for them to return.
As a result, there should also be ongoing, regular discussions about the reasonable adjustments which can be implemented to assist the employee to remain in work on a long-term basis. Providing wider support, such as through Employee Assistance Programmes, mental health first aiders, flexible working arrangements and more, can also be of significant benefit to employees and help to pro-actively reduce their absence levels.
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