Managing Long-Term Sickness


We would consider that if an Employee is off for 4 weeks or more, that would be classed as long-term sick, we have covered some areas that we would recommend assisting your Employee.

Communicate and keep in touch with them

It is difficult for your Employee when they are off sick, it can become even harder to get them back into the workplace if they do not have that constant and effective communication with you.

Seeking the help of a medical professional

None of us are qualified medical professionals, we then should not form our opinions on an Employee’s well-being or what we can do to bring them back to work, we advise early intervention.

Consider if you need to make reasonable adjustments

You have a legal obligation to look at adjustments that you could make in your workplace where your Employee is covered under the Equality Act.

In any event it would be the best thing so that we can try and get them back to work.

Follow up with your Employees

Follow up with your Employee with any information, this may be notes, letters and correspondence, this would also cover the provision of reports and or your risk assessments.


Let’s recap on the key areas:

  • Communicate and keep in touch

  • Seeking the help of medical professionals

  • Consider any reasonable adjustments

  • Follow up with Employee



If you have questions about long term sick/absence, we can help and guide you through the capability process, we have many years-experience dealing with the management of long-term absence/sick, should you need any assistance, guidance or support in facilitating the return to work of any Employee.

We can also provide you with the relevant policy and procedural documentation, do not hesitate to get in touch.


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