Insync Sickness Absence Management
The CBI estimates that annually in the UK the cost of sickness absence is close to 12 billion. The recent Dame Carol Black report to Government emphasises the importance of a focus on returning as many people as possible back to the workplace.
Employees are the most valuable asset an organisation has. Sickness absence and poor employee health pose a risk to business in terms of lost productivity and direct costs. HSE advise that pragmatic business reasons exist for the development of absence management programmes. Companies working with Occupational Health professionals can see significant reductions in Health insurance and civil claims due to injury and gain dramatic savings through reduced sickness absence and all over increased productivity.
Insync can assist companies with all areas of sickness absence and return to work advice. We can advise managers on how to handle the medical aspects of sickness absence appropriately. Advice may be sought regarding those who are on long term sick leave following an illness or operation or on rehabilitation programmes.
When an employee is persistently absent or on long-term sick we can arrange a consultation with one of our Qualified Occupational Health Physicians or Nurse Advisers who will be able to provide a professional medical opinion on illness or injury implications. Advice and recommendations will be given to both employee and employer on the steps that should be taken to enable the employee to return to work. These may include using a case conference approach where all parties, including the employee, meet to discuss the barriers to a return to work. Consultations can be carried out face to face or remotely enabling a swift response to referrals by Insync in any area of the country.
The reports you will receive from Insync will give you clear unambiguous actionable advice on how to manage the employee. Information on the following will be included in reports as a minimum.
- Fitness for specific role
- Expected return to work date
- Proactive rehabilitation advice
- Implications of the Disability Discrimination Act
- Recommended attendance or capability targets
- Likelihood of future absences
- If the condition is work related
- What reasonable adjustments are indicated
- Advice to Managers regarding any medical condition
Recommendations may include temporary or long term adjustments to the employee's role or advice about purchasing appropriate equipment. We also utilise a case management approach to returning employees to work and will manage a process where all appropriate treatment and support agencies are involved.
