When an employee reports sickness, an employer must be alert. Does the employee need support? Is it short-term or long-term absenteeism? And how is reintegration handled? Perhaps outside their own company? These kinds of questions and more can be laid down in a sick leave policy. An adequate policy in this area has only advantages, including clarity among staff, low absenteeism and sustainable employability that contributes to business continuity.
In this article we discuss the most important parts of a sick leave policy and how you can implement this policy in your organization.
Mandatory absenteeism policy
Every organisation must draw up a policy on absenteeism due to illness. This obligation is implicitly included in Article 2.9 of the Working Conditions Decree. You must tailor the policy to your organisation.
The sick leave policy describes how an employer should deal with a sick employee. In addition, the policy describes procedures that the sick employee and (possibly) officials must follow. The policy can also define tasks, responsibilities and powers. A good sick leave policy is aimed at preventing (long-term) illness, promoting a rapid recovery and the sustainable employability of employees, usually within the company, but sometimes also outside.
Components absenteeism policy
First of all, you include in the policy a protocol concerning sick reports, control, guidance and rules on reintegration. This gives the employee immediate clarity about the course of his absenteeism on the work floor. The procedure starts with a sick leave report by the employee, generally to his manager. Here, the sick employee provides information about the expected duration of his absenteeism and his whereabouts. Agreements can then be made about a visit to the company doctor and also about activities that an employee can perform despite his illness.
Reintegration, in particular, must be clearly defined in the policy. Think about outlining the process with the company doctor or other third parties, drawing up a plan of approach and recording evaluation moments. It is very important that you maintain good contact with an employee. In that context, take a look at the UWV’s step-by-step plan.
Secondly, you can include a section on prevention in your policy. Here you describe the risks that the work can entail and what employer and employee should do to prevent absenteeism in the context of these risks. You can combine this with the risk inventory and evaluation (RI&E).
Third, you can include in the sick leave policy a section on absenteeism registration. This makes it clear whether your sick leave policy is effective.
Finally, you can include a section on guidance of sick employees. Think of the use of a case manager.
Implementing policies
The sick leave policy is part of your business organization and should therefore be implemented. It would be wise to make this policy part of your personnel handbook or other policy. You then make this policy part of employment contracts and/or assignment agreements. If necessary, you will need to amend or supplement the relevant agreement.
Do you need support in drawing up or implementing a sick leave policy? Please contact Lisa Kloot.
