Casual workers have a responsibility to report sickness absence. Please read the below procedure and then complete the acceptance form:

Confirm that you have read and accepted this procedure 

Notifying sickness absence

Day 1 of absence

The line manager must be notified within 1 hour of the start time on the first day of absence due to sickness (or industrial injury).

However, on occasions there may be extenuating or unusual circumstances which may mean that this is impossible to achieve – managers should take this into account. 

The reason and the estimated duration of time expected to be away from work must be given.

In extenuating circumstances, if it is not possible, contact your line manager – on these occasions, a relative or friend should be asked to do this. 

If the nature of the illness is such that you do not feel able to discuss it with the line manager, speak confidentially to their manager’s manager, Head of Service, HR Support or their HR Business Partner.

Continuing absence

In the event that you are unable to return to work by the date expected, you must speak to your line manager again and provide an update on your health. It is imperative that managers are quickly able to establish the nature of the illness and the likely period of absence from the information provided. This is required to assess the impact of the absence and what cover is required.

If you are unable to return to work by the date expected, you must contact your line manager again.

Day 8 of absence

If the absence continues or is likely to continue into 8 calendar days, you must obtain a fit note from their GP by the eighth calendar day and submit it to your line manager as soon as possible.

You and your line manager should agree on contact arrangements for the duration of the absence.

Continuing absence

Further GP’s fit notes as soon as the previous ones have expired. 

• If these timescales are not complied with, managers should contact you to discuss the absence.
• Failure to supply a doctor's certificate could result in sick pay being stopped

Action in cases of frequent or persistent sickness absence

The Council recognises that genuine sickness absence may occur from time to time. However, where a worker has repeated, frequent or persistent absences due to sickness, we may review the suitability of continuing to offer assignments. This may result in a reduction in the number of assignments offered or, in appropriate circumstances, no further assignments being offered.

Any decision regarding future assignment offers will be based on individual circumstances, including the nature, frequency and duration of the absences, operational requirements, and any explanation or supporting information provided.

The Council will take into account its obligations under the Equality Act 2010 where sickness absence is linked to a disability.