Sickness absence model policy

The aim of this model policy on sickness absence is to provide a framework to support employees who are unable to work due to illness and assist them back into work.

Published:
Model policy
Model policy England Wales Rights at work Sick leave

Our model policies and policy checklists are designed to assist NEU reps in negotiating the best employment policies on behalf of our members.

Reps should strive to ensure policies are compliant with the NEU models.

Reps should consult members before agreeing new policies or changes to existing policies and should not agree policies that do not meet member expectations, any statutory requirements and NEU minimums.

Reps should always seek to work collaboratively with other unions. 

Policy checklists should be used in conjunction with our model policies and can be used as a guide for reps when communicating with members over whether a proposed policy is acceptable.

If a policy is unacceptable, members should consider a collective response that may include taking industrial action. For further advice contact your NEU branch.

Policy checklist
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Sick leave

Most teachers will at some point need to take sick leave.

Find out more

Sickness absence policy checklist

This checklist is provided to help you assess whether your employer’s sickness absence policy is compliant with the NEU position.

Approach

  • Formal procedures for managing sickness absence will not begin until informal procedures are exhausted.
  • Discretion regarding individual circumstances considered before initiating formal absence management procedures.
  • The employer will comply with all guidance and advice made by Occupational Health to support employees returning to work.
  • Attendance targets not used in managing sickness absence.
  • No use of prescribed triggers.
  • Contact with employees during sick leave will be approached sensitively, focussing on their health and wellbeing.

NB: The NEU is opposed to the use of prescribed triggers including the Bradford factor. Where they are used they must be reasonable and management discretion applied based on individual circumstances.

Practicalities

  • Leave for medical appointments, including those following a period of sickness absence, is paid in full and excluded from absence management procedures.
  • Reporting sickness absence can be by phone or email and if required, by a third party.
  • No requirement for daily absence reporting following the initial day of absence.
  • Employees not required to provide detailed medical information.
  • Performance management procedures suspended for a reasonable period of time following a period of absence, particularly long-term absence.
  • Separate procedures to manage both short-term/intermittent absences and long-term sickness absence.
  • Employees have the right to be accompanied to meetings with management by a trade union representative or work colleague during any stage of the procedure.

NB: an employee has the statutory right to be accompanied by a trade union representative or work colleague to formal meetings with their employer, however the NEU strongly believes this right should be extended to informal meetings.

Equalities

  • Absences occurring as a direct result of an employee’s disability discounted for the purpose of absence management and will not count as ordinary sick leave.
  • Pregnancy related sickness discounted for the purpose of absence management and will not count as ordinary sick leave.

NB: Policies which count absences resulting from pregnancy or disability for the purposes of absence management and/or calculating sick pay entitlements are potentially discriminatory.

Sick pay

  • Sick pay should mirror the Burgundy Book for teachers and the Green Book for support staff unless an enhanced scheme can be negotiated.
  • Sick pay entitlement based on aggregated length of service in schools/academies.
  • Additional sick pay paid to employees who have to take sick leave following an accident, injury or assault at work (up to six full calendar months as per the Burgundy Book).
  • Employees returning on a phased return to work continue to receive their normal pay during the period of the phased return.

Policy monitoring & review

  • A commitment to annually conduct organisational stress risk assessments and to take action to reduce work related stress.
  • The policy will commit to annual equality monitoring of its operation and the sharing of results with the recognised trade unions.
  • The policy will be reviewed regularly (e.g. biennially).
  • Employees and representatives of recognised unions will always be consulted on any proposed changes to the policy.
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