Short-term and long-term absence

Short-term absence, typically individual or repeated sick days, is usually managed through clear trigger points, return-to-work conversations, and consistent application of your absence policy. The Bradford Factor is a commonly used tool to identify patterns that warrant closer attention.

Long-term absence, where an employee is off for four weeks or more, requires a different approach. Regular welfare contact, occupational health referrals, and careful consideration of the employee's prognosis and your operational needs all become relevant.

FIT notes and what they mean

When an employee is off sick for more than seven days, they need to provide a FIT note from their GP or another healthcare professional. FIT notes can say an employee is not fit for work, or that they may be fit for work with adjustments.

Where a FIT note suggests an employee may be fit with adjustments, you are not obliged to implement those adjustments, but you should consider them seriously. We advise on how to respond in each situation.

Return to work

A return-to-work interview after every absence, however short, is one of the most effective ways to manage sickness absence. It signals that absence is noticed, provides an opportunity to understand what happened, and allows you to consider whether any support or adjustments are needed.

We include return-to-work forms and guidance in our document bank and will help you build this into your process consistently.

When to seek occupational health support

If an employee has been absent for an extended period, if their condition is having a significant impact on their ability to do their job, or if you are unsure whether they have a disability under the Equality Act, an occupational health referral may be appropriate. We advise on when and how to refer, and what to do with the report when it comes back.