Occasional short-term sickness absence

What do I need to do? For somebody only absent on an occasional short-term basis all that will usually be required is a brief, routine return to work discussion with their line manager.

Anything else? This discussion may uncover issues (such as a newly acquired disability or changed personal circumstances) which require addressing, either by the University or the employee. If you need assistance in tackling these issues, contact HR Services.

Frequent short-term sickness absence

Frequent, short-term absences are a particular problem as it is difficult to plan for their impact. The impact can be substantial and have a negative effect on colleagues, students or other service users.

What do I need to do? If an employee frequently has short-term absences you should follow the managing ill health and sickness absence procedure and guidance. There is a point - 3 or more absences totalling 10 or more days - where you should be considering further action in accordance with the procedure and guidance.

• See a flowchart of the process for managing frequent short-term sickness absence [pdf]

Long-term sickness absence

Any period of absence from work because of sickness or ill health lasting for four weeks or more is considered as long-term sickness. This includes:

• long-term absence because of a single illness or disability
• repeated periods of absence arising from a single illness or disability

What do I need to do? Staff who are absent from work because of a long-term health problem remain the responsibility of their department. If your employee has been - or looks likely to be - absent for 28 days or more then you should be managing the absence according to the procedure and guidance.