Management of long-term absences due to illness

Managing extended absences due to illness can be a challenge for employers, requiring a thorough understanding of current legislation. Communicating effectively with the employee on sick leave, complying with medical privacy laws, and planning for the return to work appropriately are crucial aspects of managing long-term absences. In this article, we’ll explore essential tips for employers to legally and effectively manage extended sick absences, ensuring a respectful and legally compliant employment relationship.

Employer’s Obligations

Employers have an obligation to comply with the legislation in force on absences due to illness. This includes providing paid sick leave in accordance with labor laws, as well as having clear policies in place regarding procedures to be followed in the event of an employee’s extended absence for health reasons.

Employees’ rights

Employees have legal rights protecting their jobs and pay in the event of an extended absence due to illness. These rights include access to paid sick leave, the ability to benefit from reasonable working arrangements in the event of a gradual return, and protection from discrimination on the basis of their state of health.

Maintaining contact with the absent employee

It is essential for employers to maintain regular and caring contact with employees on sick leave. This can be done through emails, phone calls, or in-person visits, depending on the employee’s preferences. It’s important to show empathy, stay informed about the employee’s health, and remind them of your support during this difficult time.

Internal Communication Procedures

Internal communication procedures must be clear and effective to ensure consistency and transparency in the management of extended absences due to illness. It is recommended to establish defined communication channels to inform teams of sick leave, to designate a point of contact responsible for coordination and to ensure that information is disseminated appropriately.

Assessment of the employee’s abilities

When returning an employee after an extended absence due to illness, it is essential to conduct an assessment of their abilities. This assessment will determine if the employee is fit to return to his or her regular duties or if he or she requires specific accommodations.

Workstation layout and task adaptation

Setting up workstation accommodations and adapting tasks may be necessary to facilitate an employee’s return after an extended absence due to illness. These adjustments should be discussed in collaboration with the employee and may include flexible schedules, ergonomic accommodations, or tasks that are appropriate for the employee’s abilities.

Prevention and proactive management

There are a variety of strategies companies can implement to prevent prolonged absences due to illness. This can include promoting a healthy lifestyle by encouraging regular exercise, a balanced diet, and stress management. It’s also essential to provide a mentally healthy work environment and educate employees about the importance of taking care of their well-being.

Company policy and training of managers

Having a clear policy in place regarding sick leave, including procedures to be followed in the event of an extended absence, is essential for effective management. Additionally, training managers to identify early signs of distress in employees and to empathetically and proactively manage situations of prolonged absence can contribute to a faster and successful return to work.