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LEGAL VIEW By Rob Kelly
IN ASSOCIATION WITH:
GETTING BACK TO WORK
The government is on a mission to get people with long-term illnesses or disabilities back into work. The support needed for that to happen is currently the subject of an independent review given the title ‘Keep Britain Working’.
It has come up with some stark statistics that highlight why this is so important to Prime Minister Keir Starmer’s long-term ambition for the UK to reach 80 per cent employment.
Today there are 8.7 million people in the UK with a work-limiting health condition, up by 2.5 million (41 per cent) over the last decade, including 1.2 million 16 to 34-year-olds and 900,000 50 to 64-year-olds.
Sir Charlie Mayfield, former chairman of the John Lewis Partnership, who is leading the review, says: “Failing to tackle this issue is not an option. The human and economic cost of economic inactivity is huge.
“And the nature of it is pernicious. It compounds upon itself - once people become economically inactive there is a very low chance of them moving into work. And the problem, without significant change, is likely to get much larger.”
While the government wrestles with that problem, helping people return work after a period of long-term sickness can also be a challenge, often requiring careful planning and support.
Employees defined as being long term sick are those with a period of absence of four weeks or more. HR experts stress that taking a supportive approach to help their return is vital.
Claire Brockbank, from Burnley-based Cube HR, says there is a myth that employers can’t contact employees when they’re off sick.
She says: “You can, and you should – you have a duty of care to your team and this extends to sickness.
“How frequent that contact is will depend on the nature of their illness and how long they’re
“You’re also legally obliged to consider reasonable adjustments for them – that could be changes to hours, special equipment, more frequent breaks. A reasonable adjustment could be anything, so it’s important you work together to look at what’s needed.
“Most of us aren’t medically trained so these reports can be invaluable to helping us understand what adjustments and support are needed, but also if there is a likelihood of them returning to work at all.”
A ‘fit note’, or as it is officially known, the Statement of Fitness for Work, is a document
Remember for someone who has been absent for some time, returning to work can
feel really scary, so check in with them regularly to make sure they’re okay
off for and it’s best to agree this with your employee at the start of their period of absence.
“During those conversations, you should speak to your employee about what you can do to help them return to work.
“It may be that their condition is classed as a disability and, if so, they have protection from discrimination under the Equality Act 2010.
issued by a qualified healthcare professional. It confirms whether an employee is unfit for work or may be fit for work with adjustments.
Fit notes are typically required after seven consecutive days of sickness absence and experts say their aim is to provide guidance for both the employer and the employee.
Alison Driver, managing director of Rawtenstall
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