Case Study - Absence Management

Craig runs a small technology business, employing 20 people in Central Scotland. We first met 12 months ago, when he contacted me for help with a tricky employee issue.

The Issue

One of his long serving employees, Rob had collapsed at work and been diagnosed with a serious health complaint. He had been absent for 8 weeks and contacted Craig to let him know he was planning on returning to work in 2 weeks time, when his Company Sick Pay ran out.

Craig wanted to support Rob but wasn’t sure whether he was well enough to return. What would happen if he collapsed at work again and seriously injured himself? Could Craig be liable for this? His concerns were compounded by the fact that Rob worked in the workshop, often working on his own. His job also required him to operate fast-moving machinery and occasionally drive short distances.

Craig wasn’t sure how to respond. Should he allow Rob to come back to work or should he tell him to stay at home? If so, for how long? What should he be paid? Was Rob genuinely fit for work or was he feeling pressure to return for financial reasons? Craig felt under pressure to make a decision but he wasn’t sure what to do and had started avoiding Rob’s calls. Rob was becoming anxious about Craig’s lack of contact.

There was limited medical evidence available, and no information on what had led to the collapse, what medical treatment was being given, or what the prognosis was.

The Solution

We agreed that it would be helpful to meet Rob and ask for extra medical information before any final decision was made. This meeting would also give Craig an opportunity to explain that the Company wasn’t trying to be difficult, but was genuinely concerned for Rob’s wellbeing and wanted to properly support a safe return to work.

I helped Craig set out a clear structure for the meeting. I also attended the meeting to take notes and provide support to both parties.

With Rob’s consent we arranged an independent medical assessment on his fitness for work. We made an appointment with a local provider that same week, and the final report was sent across the day after the appointment. The report was inexpensive.

The medical report advised that Rob could return to his original job on a phased basis, with a few minor adjustments. These were all easily achievable and were implemented quickly.

The Outcome

Rob return to work within his planned timescale, feeling good about the concern the Company had shown while he was unwell. He had a greater understanding of how much the business valued him.

The medical report gave Craig the peace of mind to bring Rob back to work.

They agreed to speak regularly to make sure that the phased return to work was working for both Rob and Craig.