Are you policies fit for purpose to deal with the changes made in the Employment Rights Act?
Over one million workers will now be entitled to SSP after the April Employment Law changes come into effect…
Policies and procedures will need to be updated in advance of this change, are you confident you are prepared for this change?
Does your policy cover how your business handles short term as well as long term absences?
Are you aware of when and why you should send an employee to an Occupational Health review meeting?
There has been a large increase in the number of employees raising disability discrimination claims at the Employment Tribunal: is your business prepared to address these kinds of issues and stop claims from being made against your business?
It can be difficult to know when to make an occupational health referral, so we thought you may appreciate a little guidance. Here are five instances in which you may consider a referral to occupational health:
1.In the early stages of an absence
When an employee is absent, involving occupational health early means you can support your employee as early as possible. Try not to leave it too long, because you may have missed an opportunity to help the employee through a difficult time and re-engage them with the workplace sooner rather than later.
2.When an employee discloses a health condition and may need support
An employee has bravely confided in you about their health condition, and you aren’t sure what needs to be done. As a line/HR manager it’s unlikely that you’re a medical professional, which means you probably aren’t going to be best place to make decisions on what treatment or support would best help the employee to manage their condition.
This is where an occupational health referral can help. You’ll receive the advice and information you need to support the employee and your organisation.
3.When an employee is considering a return to work
When an employee has been absent and is looking to return to work, they may need a few adjustments and a little support to ensure they’re ready, and their return to work is successful. Referring to occupational health will give you advice on this, ensuring you fulfil your responsibilities too.
4.When health may prevent an employee doing their job
In some unfortunate circumstances it can be possible that an employee can no longer do their job due to their health. Case law and previous employment tribunals have been very clear about this – you should obtain the advice of an occupational health specialist to determine what the next steps may be.
5.Ill-health retirement
If an employee is unable to perform their role due to ill-health, and it seems likely that this will extend to their normal retirement age, then ill-health retirement can be an option. Usually, occupational health report is required to assess and sign off on this. We can arrange OH appointments for you.
We can offer a review of all your existing policies you can book an appointment at www.lbjconsultants.co.uk/contact-us/ or call 07984 568523.
