It’s one thing to have a policy, it’s another to have managers who are comfortable with and capable of enforcing it. Or, if you don’t have one, email or give a copy to everyone in your workplace and make sure they understand it. When you have your policy ready, make sure everyone has access to it – put it up on your intranet for all to see. What they need to do when they return to work including applying for leave and providing any required documentation.access to an employee assistance program) What their options are if they've run out of sick leave, and what other support you can provide (e.g.They should also let you know of any urgent work or deadlines on their plate, so that you can ensure this is covered What information they need to provide: as a minimum, they should give you enough information to satisfy you that they are unwell, and tell you when they expect to be back at work.How an employee must inform you they’re sick: should they make a phone call? If so, who do they need to call? Is it acceptable for them to email or text?.That’s your foundation: what you and your managers can point to as your yardstick for what’s acceptable and what’s not, as well as what protocols and procedures your employees need to follow when they’re away from the office. While the Fair Work Act might set out an employee’s general entitlements and obligations, every workplace should have its own more detailed sick leave policy, too. So make sure your managers and your employees know their rights and obligations at both ends. They also need to tell you how long they expect to be off work. But they need to let you know they’re not coming in as soon as possible after they’re sick, and give enough evidence to prove to a 'reasonable person' that they are genuinely unable to work. The law also says that an employee can take as much paid sick or carer's leave as they have accumulated. Typically, sick leave doesn’t include routine check-ups and medical appointments. They can also take time off to look after a sick family or household member (known as carer’s leave). Legally, an employee can take paid sick leave when they genuinely cannot work due to a personal illness or injury. So, if a new employee starts taking ad hoc days of leave and there appears to be no reason for it, address the issue and set expectations while they’re still in their probation period and you will find you have more freedom to act if things don't improve. Interestingly, research shows that employees who are chronic takers of sick leave will usually show their true colours within the first couple of months of starting a job. And because we get asked this question so frequently, we've put together this guide to seven things all employers should be doing when it comes to managing sick leave. Worse still, you suspect they’re potentially faking it. So what can you do to manage chronic absenteeism in your workplace?Īn employee keeps calling in sick and it’s impacting your business. When an employee keeps calling in sick it can have a real impact on your business’s productivity and therefore your bottom line.

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