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 HR & Legal  Health & Safety  Information & Research  Environmental Services

EEF is a trusted partner to thousands of businesses across Britain, which together employ close to a million people.  HR & Legal  Health & Safety  Information & Research  Environmental Services  Training & Development  Policy & Representation.

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 HR & Legal  Health & Safety  Information & Research  Environmental Services

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  1. EEF is a trusted partner to thousands of businesses across Britain, which together employ close to a million people.  HR & Legal  Health & Safety  Information & Research  Environmental Services  Training & Development  Policy & Representation Better practice, smarter policies, fewer headaches

  2. Prof Sayeed KhanMB BS, BMedSci, DGM, FRCGP, FFOM, MIOSH, DM Chief Medical Adviser, EEFHealth and Safety CommissionerSpecial professor in OH, Univ of Nottm. Top Ten Tips for Handling Sickness absence CIPD Exhibition 2007, Harrogate

  3. Geographical Climate Region Ethnic origin Health service Epidemics Unemployment Social attitudes Pension age Day of week World cup! Tip 1:Look at thefactors influencing absence Organisational • Company culture • Size • Employee relations • Personnel policies • Sick pay • Manager • Environment • Occupational health services • Shifts • Team Personal • Age • Sex • Job • Job satisfaction • Life crisis • Medical condition • Alcohol • Family • Service • Journey to work • Hobbies/sports • Finances

  4. Tip 2: Intervene early: weeks not months Probability of return to work: • On average, 1 million people report sick each week • After 6 months, 3,000 of these are still not back at work • Five years on, 2,500 of them will still be claiming Incapacity Benefit

  5. Tip 3:Adopt the case management approach

  6. What is a case management approach? • A co-ordinated intervention at an early stage by the line manager and advisers to consider ‘in the round’: - the employee’s needs - the medical evidence if available yet - the needs of the team/department/employer • Best done in a meeting – not correspondence

  7. Tip 4:Train your line managers Decrease in sickness absence in last 2 years: If managers were trained, 40% of companies reported decrease Without training, 26% of companies reported decrease (EEF sickness absence and rehabilitation survey 2007)

  8. Tip 5:Don’t just use lost time percentage or average days off per employee • Use the Bradford score for short-term absence • Spells x spells x days off • ‘flu-like illness’ off 2 weeks • 1 x 1 x 10 • = a score of 10 • Migraine/ D&V/ period pains etc; one day off, once a month for 10 months • 10 x 10 x 10 • = a score of 1,000

  9. Tip 6:Manage your employees’ stress http://www.healthatwork.org.uk/ Go to ‘mental health and stress’

  10. Tip 7:Keep in touch • Maintaining contact aids recovery and return to work: - Maintains motivation and morale - Does not constitute harassment - Identifies problems earlier • Telephone - How are you? - Is there anything we can do to help - Are you waiting for any treatment / investigations? • Establish why now?

  11. The main causes of long-term absence EEF 2007 Sickness Absence Survey

  12. Tip 8:Tackle unnecessary absence – operations

  13. Tip 9:Obtain business-focused medical reports Focus on what is preventing the employee working rather than the diagnosis

  14. Business-focused medical reports (cont…) Getting the information you need • What is the ACTUAL FUNCTIONAL PROBLEM that is preventing Mr. x from returning to work? E.g. • Stamina • Manual handling – lifting / carrying / mobility • Manual dexterity • Medication (side effects) • Mental state / concentration • Are they permanent or temporary (if so how long, or unable to say) • Are there any treatments / investigations that might help (is he on an NHS waiting lists) • What might allow a return to work?

  15. Tip 10:Manage GPs effectively • What if a GP won’t allow a return to work? • Occupational physicians’ (but not nurses) view over-rides sick note, if reasonable • Occupational physician should write to GP explaining their findings

  16. Managing sickness absence – in summary • Early intervention of line managers and those advising them • Early medical input from occupational health (preferably, not just GPs) - Improve training and confidence of line managers • Make employees aware in advance of how ill-health cases will be handled. Fairness

  17. Managing Sickness Absence Toolkit Our Managing Sickness Absence Toolkit combines HR, legal and occupational health expertise to help you improve business performance through an active attendance management strategy. Buy your copy online at http://www.eef.org.uk

  18. Thank you for your attention Questions

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