HR software provider BrightHR says speaking directly to a manager should be standard practice when an employee reports sickness absence, provided employers make sensible adjustments where a call would create a genuine barrier.
The comments follow remarks by former John Lewis chairman Sir Charlie Mayfield calling for more direct communication when employees are unable to work because of illness.
Alan Price, CEO at BrightHR, said a conversation can help managers understand the support an employee needs, arrange cover and discuss likely timescales for returning to work.
The purpose of the call should be to listen, respect confidentiality and focus on what the employee needs.
Price said employers should set clear and consistent absence-reporting rules while using judgement about individual circumstances.
“If an employee’s health condition makes a call difficult, or there is another good reason why they cannot call, then they should make alternative arrangements such as sending a text or email, or having a relative call in.”
Focus on welfare and practical support
BrightHR recommends training managers to handle sickness notifications appropriately and agree proportionate ongoing contact. Discussions should cover welfare, practical arrangements and likely timescales without becoming an informal disciplinary interview.
The company also recommends considering occupational health advice and reasonable adjustments where appropriate. Return-to-work discussions should focus on functional ability and support, which could include a phased return, amended hours, lighter duties or additional check-ins.
Price added: “If an employer stops all contact when an employee is off sick then they may feel abandoned. And the company loses the opportunity to put proper plans in place or discuss adjustments to help support them back to work. A conversation helps everyone, provided it is handled fairly and with respect.”
More information: BrightHR.
