Whether it’s a disciplinary, performance management or grievance process, it can be worrying knowing how best to continue if the employee becomes too ill and is signed off with work related stress.
Here are our thoughts on managing this challenging and sensitive issue.
Supporting recovery – progressing a disciplinary or grievance issue which may have triggered the condition might aid the employee’s recovery – consider securing expert opinion to establish whether this is the case.
Listen to medical opinion – asking a medical expert means you’ll have a better understanding of the condition and any adjustments required to support the employee during the process.
Offer alternatives – consider whether conducting conversations via telephone, video call or even written correspondence along with support from a companion (a friend or family member, for example) means the employee should be better able to attend.
Consider sick pay – exercising your discretion to continue paying salary during the employee’s absence might be creating a reluctance to return.
For details on how to access our guidance note for managers on when they should pause or progress a formal process click here.
Mental health toolkit
Promoting employee well-being and mental health creates a more engaged workforce, reduces sickness absence and drives performance. We’ve created a user-friendly toolkit providing you and your managers with the knowledge, skills and tools to support your team’s mental health needs within the wider employment law context. If you’d like to find out more about what’s included and how the toolkit will support these challenges during formal processes, click here.