This letter is sent to an employee who has notified the employer that they are suffering from work-related stress and absent from work as a result. The letter invites the employee to a meeting to discuss the stressors with an aim to alleviating the stress that the employee is experiencing. It is recommended that work-related stress is addressed as soon as reasonably practicable.

This letter is used for employers to stipulate when occupational sick pay will come to an end so that there is clarity for the employee.

This is a letter of concern for an employee who continues to have spells of short term absence and there has been no improvement. The employee would normally not have any underlying medical condition or extenuating circumstances. The letter outlines a timeframe whereby the attendance of the employee will be monitored. It also references potential disciplinary proceedings if improvements in attendance are not forthcoming.

This letter is used to arrange a home visit with an employee who is on long-term absence. The home visit will be to discuss their absence and obtain further information on the situation. It is recommended that regular absence review meetings are held with employee who is on long-term absence. This letter should be sent and tailored on each occasion of a long-term absence meeting.

This letter can be sent to an employee to confirm what was agreed at a return to work meeting after a short-term spell of absence, such as confirmation of notification procedures and ensuring that the employee is fit to be back at work.

This letter is only used after the employer has obtained

This letter is used to invite an employee who is

An employer must provide this form to the employee for

An employer must provide this form to the employee for

This script will give an employer a guide on how

This script outlines the structure of a formal capability meeting

This script will assist employers with a guide on how

This letter informs an employee of what annual leave accrual

This letter should be sent by the employer following a

This is a letter of concern for an employee who

This letter should be sent by the employer following a meeting to discuss short-term absence. It confirms what was discussed, what the sickness policy states and what was agreed regarding improvements and the monitoring of the employee’s sickness record.

This is a comprehensive sickness absence policy which outlines notification procedures, definitions of short and long term absence, procedures for dealing with short and long term absence, trigger points, medical appointments and return to work interviews, among other important information. It is recommended that all employers have a clear sickness policy so that employees are clear on the procedures.

This is a comprehensive sickness absence policy which outlines notification procedures, definitions of short and long term absence, procedures for dealing with short and long term absence, trigger points, medical appointments and return to work interviews, among other important information. It is recommended that all employers have a clear sickness policy so that employees are clear on the procedures.

This return to work form is beneficial to record a return to work meeting and other important information such as whether the employee is fit to be back at work, whether they adhered to the absence notification procedures, if their absence is likely to re-occur and any handover of duties. It is also beneficial to record whether the employee has submitted the appropriate medical certification or self-cert, and whether the employee has hit their trigger point and if any further action is required.

This guides gives employers guidance on the process of how to effectively manage long-term absence. This can be a very challenging process for employers to manage and it is important that employers are deemed to be fair and reasonable throughout all stages.

This guide gives employers practical guidance on how to manage persistent short term absenteeism; such as when to arrange absence review meetings, arrange a medical assessment and letters of concern.

A self-cert form is normally completed for a short period of illness i.e. less than 7 consecutive days. It is recommended that this is completed by the employee to record the reasons for absence and other important information such as whether they have visited their GP.

This script will assist employers with a guide on how to structure a meeting whereby an employee is on long-term absence. It covers key points such as what reasonable adjustments should be made and whether the employee would be willing to give consent for a medical report, among other important information.

This letter is for an employer who has concerns that the employee might not be medically fit to return to work. It seeks consent from the employee for a medical report prior to their return to work.

The letter invites an employee to a return to work meeting and outlines the elements that will be discussed at the meeting such as ensuring the employee is fit to be back at work and the reintegration back into the workplace after a spell of absence.

This letter is to confirm what reasonable adjustments would be required to facilitate an employee’s return to work, and whether the reasonable adjustments can be approved or not.

This letter confirms termination of employment as a result of capability, normally long-term absence, This letter should only be sent to an employee where a formal capability hearing has taken place following a number of informal absence review procedures. Employers are advised to proceed with caution and seek legal advice on this procedure to avoid disability discrimination.

This letter invites an employee to a formal capability hearing. This should only be sent after an informal process has been followed; for example a number of absence review meetings and review of medical evidence.

This letter is to send to an employee to confirm what was agreed further to receipt of an occupational health report. It gives the option for the employee to either return to work or remain absent if they are unfit to return to work. The letter also gives the employer the option to inform the employee if it is a case that there is no likelihood of a return to work, or if they are to return to an alternative role.

This letter is sent to an employee further to the employer receiving the findings of an occupational health report. The letter invites the employee to a meeting to discuss the findings.