??The HR Hero Weekly Newsletter??

It's been another busy week here at The HR Hero HQ!?

I'm starting to settle into my new office.?I had a good change round at the weekend and enjoying the new office vibe, with a couch in the corner. It's apparently conducive to GCSE revision, so Ruby tells me!??

Her exams started this week, with 5 complete and about 20 more to go.?I really don't remember having to take that many exams, I'm sure we only had one per subject.

This week I've been working with existing clients to create some fabulous interactive employee handbooks and online induction?courses, for staff?to access on their phones.??Plus meeting new businesses and onboarding new clients.??

I've also managed to pull a muscle in my back, which makes it difficult to sit down for long periods of time.?So I took the opportunity to finish the week off with a spot of networking, at a local business event.

Thankfully, I met a friend there, as my back keeps seizing up.?She kindly carried my bag for me all morning - thanks Helen!?She did say that it was really heavy, but that's because I love all the free stationery at these events, so if you see me coming, hide the goody bags!

Anyhow, on with this weeks update...

HR Practice: Managing Staff Sickness - Fit Notes

Managing staff sickness is an important part of any successful business. It ensures that when people need to take time away from work, such time is managed properly and recorded

As an employer, you may receive a fit note from an employee after they have been absence for 7 days, regarding an inability to work, due to an ill health or injury.?Government guidance?states ‘healthcare professionals cannot issue fit notes during the first 7 calendar days of sickness absence’.

A fit note, also known as a ‘Statement of Fitness for Work’, is an important document as it is used to explain to you why an employee may need a period of absence from work, or why they may need to work part-time or be given different duties.

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From last year the Department for Work and Pensions updated the law regarding fit notes.?They now can be issued by other healthcare professionals, such as nurses, occupational therapists, pharmacists and physiotherapists in addition to a Doctor.

You may have noticed changes to fit notes, as healthcare professionals no longer need to sign the form in ink.?Instead the requirement is for the issuer to include their name and profession.

Government guidance?for employers, explains the?‘5 things?to do if you are given a fit note:

1. Check whether your employee’s healthcare professional has assessed that they are not fit for work or may be fit for work.
2. Check how long your employee’s fit note applies for, and whether they are expected to be fit for work when their fit note expires.
3. If your employee may be fit for work, discuss their fit note with them and see if you can agree any changes to help them come back to work while it lasts.
4. If your employee is not fit for work, or if they may be fit for work but you can’t agree any changes, use the fit note as evidence for your sick pay procedures.
5. Consider taking a copy of the fit note for your records (your employee should keep the original).’

To read more about the government fit note guidance for employers and line managers,?click here.

Staff?taking time off work because they are ill is an inevitable part of running a business but managing staff sickness effectively is crucial for the overall success of your organisation.

To find out more come and join my FREE masterclass 'How to Manage Staff Absence'.??

We'll explore the importance of managing staff sickness, the benefits of return-to-work interviews, and strategies for handling both short-term and long-term absences.??

To book your place click the button below.??

Statutory Sick Pay & Company Sick Pay

When an employee is off work due to illness, Statutory Sick Pay (SSP) is paid instead of an employee's salary. SSP starts on the fourth day an employee is off work (the first three days are unpaid and called waiting days) and can be paid for up to 28 weeks.?

After 7 days of absence the employer is entitled to demand a 'fit note' signed by a doctor. If an employee is entitled to SSP, it will be taxed and National Insurance contributions will be deducted. The amount of SSP is set by the government.

Employers may also decide to pay Company Sick, in addition to SSP.

If you're an employer looking to set up a sick pay policy for your company, to enable staff to receive more than SSP.?There are several factors you should consider. The primary goal is to create a fair and equitable system that doesn't leave your people in the lurch. Here are a few tips to get you started.

First, decide how much employees are eligible to receive. Many employers offer a percentage of the employee's salary, dependent on the length of service. For example, after successful completion of probationary period, the employee can receive 50%, 75% or 100% of their salary whilst off work due to sickness.

Second, decide how long the sick pay lasts. For example, if an employee is unable to work due to an illness, the employer may provide sick pay for up to 1, 3 or 6 months.

Lastly, ensure that any sick pay policy follows relevant employment legislation. Consider consulting with a HR expert or legal advice to make sure your policy abides by employment law, protects the business and is fit for purpose.

By following these guidelines, you can craft a fair and equitable sick pay policy for your company. Your employees will certainly appreciate the effort in creating a system that considers their wellbeing and their job security.

For more information?about managing staff absence and sickness then read my blog??

"Great things in business are never done by one person, they're done by a team of people" - Steve Jobs

Have a fabulous weekend!

Take care, Kate ????

PS.?Don't forget to book your place on the FREE masterclass 'How to Manage Staff Absence and Sickness'.

Don't worry if you can't make the date, if you have booked a place, you'll receive a copy of the recording, free template form and an exclusive discount.??

Disclaimer:??Every reasonable effort is made to make the information accurate and up to date, but no responsibility for its accuracy and correctness, or for any consequences of relying on it, is assumed by the author or publisher.?If you are unsure about how this information applies to your specific situation, please seek expert/legal advice.