Absence and Wellbeing - Corporate Staff
You are at the heart of the services we deliver, and we want you to know that we value the contributions you make every day. We couldn't do what we do without you.
We want to create a healthy working environment that helps you to perform well and to provide you with support that has a positive impact on your physical, mental and financial wellbeing.
We want to achieve a workplace where:
- We support the health, safety and wellbeing of all employees
- Everyone can find Support and Information when they need it, which is relevant to their role
- Everyone knows how to improve and maintain their own health and wellbeing and to make healthy lifestyle choices
Absence Procedure - Corporate Staff
This procedure is designed to support managers and employees who are absent from work. The aim is to ensure absences are managed consistently; using a person centred approach, prioritising wellbeing, and encourage you to be proactive, whilst applying creativity and flexibility to help an employee return to work and maintain sustainable attendance thereafter.
Guidance and Templates
Template Letters and Documents
AP1 - Wellbeing Absence Contact Sheet
AP2 - Wellbeing Contact Letter
AP3 - Invitation to Wellbeing Support Meeting (Short Term Absence) - cause for concern
AP3a - Invitation to Wellbeing Support Meeting (Short Term Absence) - continuing cause for concern
AP3b - Outcome of Wellbeing Support Meeting (Short Term Absence)
AP4 - Invitation to Wellbeing Support Meeting (Long Term Absence)
AP4a - Outcome of Wellbeing Support Meeting (Long Term Absence)
AP5 - Wellbeing Absence Action Plan
AP6 - Invite to Case Conference
Managing Wellbeing
The purpose of this guidance is so you, as the manager, can understand what support is available to you to create a healthy working environment
Managing Absence Consistently
The purpose of this guidance is so you, as the manager, can understand how to manage an employee's absence consistently, and to provide support to employees to make health and wellbeing improvements, enabling employees to return to work and maintain sustainable attendance thereafter.
Short term absence
The wellbeing and absence procedure is based on a set of five guiding principles, as follows:
- Person Centred
- Prioritising Wellbeing
- Proactive
- Flexible and Creative
- Consistent
These principles have been introduced to recognise the unique challenges you may face when supporting the health and wellbeing of an employee. It is important to recognise each employee may require different support to maintain high levels of wellbeing and sustainable attendance.
In the procedure, consistency means applying the other four guiding principles equally to all employees. This could mean the same actions do not need to be applied to all cases.
You are encouraged to use your own initiative to support an employee with their absence. Where you have any queries on how to apply the above principles consistently, please contact HR for further advice and guidance.
HR@cumbriafire.gov.uk
Long term absence
The wellbeing and absence procedure is based on a set of five guiding principles, as follows:
- Person Centred
- Prioritising Wellbeing
- Proactive
- Flexible and Creative
- Consistent
These principles have been introduced to recognise the unique challenges you may face when supporting the health and wellbeing of an employee. It is important to recognise each employee may require different support to maintain high levels of wellbeing and sustainable attendance.
In the procedure, consistency means applying the other four guiding principles equally to all employees. This could mean the same actions do not need to be applied to all cases.
You are encouraged to use your own initiative to support an employee with their absence. Where you have any queries on how to apply the above principles consistently, please contact HR for further advice and guidance.
HR@cumbriafire.gov.uk
Return to Work
The purpose of this guidance is so you, as the manager, can understand the process of welcoming an employee back to work after a period of absence, and to provide support to employees to make health and wellbeing improvements, enabling employees to return to work and maintain sustainable attendance thereafter.
Industrial Injury - Corporate Staff
This guidance to support managers and employees on the implementation and management of industrial injuries and associated entitlement. You should read this in conjunction with the Absence Procedure. It applies to all employees covered by Green Book conditions of service.
All accidents and incidents must be reported. Please contact Health and Safety.
Occupational Health Service
The Occupational Health service carry out pre-employment medical screening, deal with fitness for work referrals, advise on workplace adjustments and undertake a number of health assessments specific to particular jobs.
Disability Leave
This procedure enhances the support and assistance available to disabled employees. Disability leave is paid time off work which may be granted where an employee is absent as a result of their disability, but for reasons other than sickness.
Directed Medical Absence
This guidance provides clarification on the existing Directed Medical Absence procedure. Directed Medical Absence allows an employee to be absent on full pay with their sick pay entitlement not affected if the employee wants to return to work, but this is deemed a hazard.
Absent Without Leave (AWOL)
This Guidance aims to provide information to managers so they can support employees who are absent without leave.
HR Service
If you need any advice or have queries on a policy, procedure or guidance, please get in touch with one of our team via email: HR@cumbriafire.gov.uk