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This guide provides guidance on managing employees on long-term sick leave, including understanding legal obligations, conducting effective communication, implementing reasonable adjustments, and exploring return-to-work options.
The aim of this guidance is to support the management of cases of long-term or ongoing absence.
It focuses on 4 key areas:
Maintaining Contact
Employees should remain contactable whilst absent from work due to ill-health and managers in turn are responsible for ensuring that regular contact is maintained.
Maintaining contact extends beyond simply ensuring that employees submit medical certificates on time. It should serve to update both managers and employees on progress, both with regard to the employee's absence but also on developments within the workplace. It is also through this contact that discussions can take place to increase understanding around the current position and it is not uncommon for this to lead to the creation of options (e.g. workplace adjustments) which support an employee to return to work earlier than they may have done previously.
In some cases, meeting within the workplace may not be appropriate however where possible, meeting within the workplace can help an absent employee maintain their connection with their work. It is good practice to allow the employee to be
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The primary aim in cases of long-term absence is to facilitate a return to work at the earliest possible point. The secondary aim is to then support any return to work effectively to minimise the risk of any further absences.
This Managers guide to managing long term sick absence incorporates relevant UK laws and HR standards, including those listed below:
There’s no legal definition as to what constitutes long-term sick absence, but typically it’s any period over four weeks.
Yes. The Managers guide to managing long term sick absence is designed to be flexible and suitable for organisations of all sizes, including small businesses and charities. It follows UK employment law best practice, so even if you don't have an in-house HR team, you can confidently apply it.
Absolutely. As with the Managers guide to managing long term sick absence, all of our templates are drafted with the latest ACAS guidance and UK employment legislation in mind. We review and update them regularly, so you can be confident they remain compliant.
Yes, we highlight the areas of the Managers guide to managing long term sick absence that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
Yes. Once purchased, you'll be able to download the Managers guide to managing long term sick absence instantly. Templates are provided in editable Word or Excel format so you can customise them easily, and in PDF format for easy sharing.
If you're looking for broader support, we also offer toolkits and library bundles that include the Managers guide to managing long term sick absence, along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need deeper advice.
The risk of using a free AI-generated template 'without review' includes your legal exposure, missing context, and no awareness of the wider process, whereas purchasing the Managers guide to managing long term sick absence from us mitigates that risk.
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