Information and guidance to support you to take a proactive approach to wellbeing and provide early support in managing employee absence.
The tools on this page assist you to make sure you are prioritising wellbeing, whilst being proactive, flexible, and creative.
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.
The wellbeing and absence procedure is based on a set of five guiding principles, as follows:
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 People Management/HR Provider for further advice and guidance.
Managing Absence Consistently (DOC 78KB)
AP1 - Wellbeing Absence Contact Sheet (DOC 15KB)
AP2 - Wellbeing Contact Letter (DOC 24KB)
AP3 - Invitation to Wellbeing Support Meeting (Short Term Absence) - cause for concern (DOC 26KB)
AP3b - Outcome of Wellbeing Support Meeting (Short Term Absence) (DOC 26KB)
AP6 - Invitation to Case Conference (DOC 26KB)
AP6a - Outcome of Case Conference (DOC 29KB)
AP7 - Case Conference Meeting Report (DOC 49KB)
The wellbeing and absence procedure is based on a set of five guiding principles, as follows:
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 People Management/HR Provider for further advice and guidance.
Managing Absence Consistently (DOC 78KB)
AP1 - Wellbeing Absence Contact Sheet (DOC 15KB)
AP2 - Wellbeing Contact Letter (DOC 23KB)
AP4 - Invitation to Wellbeing Support Meeting (Long Term Absence) (DOC 28KB)
AP4a - Outcome of Wellbeing Support Meeting (Long Term Absence) (DOC 26KB)
AP5 - Wellbeing Absence Action Plan (DOC 15KB)
AP6 - Invitation to Case Conference (DOC 26KB)
AP6a - Outcome of Case Conference (DOC 29KB)
AP7 - Case Conference Meeting Report (DOC 49KB)
The purpose of this guidance is so you, as the manager/headteacher, 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.
AP1 - Wellbeing Absence Contact Sheet (DOC 15KB)
AP5 - Wellbeing Absence Action Plan (DOC 15KB)
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 of the Council covered by Green Book conditions of service.
Other provisions exist for employees on Grey Book and Burgundy Book terms and conditions. Please refer to the relevant books for further information.
Managing Absence Consistently (DOC 78KB)
Return to Work Checklist (DOC 644KB)
AP1 - Wellbeing Absence Contact Sheet (DOC 15KB)
AP2 - Wellbeing Contact Letter (DOC 23KB)
AP3 - Invitation to Wellbeing Support Meeting (Short Term Absence) - cause for concern (DOC 26KB)
AP3b - Outcome of Wellbeing Support Meeting (Short Term Absence) (DOC 26KB)
AP4 - Invitation to Wellbeing Support Meeting (Long Term Absence) (DOC 28KB)
AP4a - Outcome of Wellbeing Support Meeting (Long Term Absence) (DOC 26KB)
AP5 - Wellbeing Absence Action Plan (DOC 15KB)
Individual Stress Questionnaire (DOC 60.9KB)
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.
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.
This Guidance aims to provide information to managers so they can support employees who are absent without leave.