Managing an employee with cancer can be hard. An employee who has cancer is considered, in law, to be disabled. An employee who has had cancer and no longer has cancer is considered to be disabled. All cancers are included. Employees don’t have to tell you that they have cancer. If they don’t tell you your chances of managing an employee with cancer appropriately will obviously be affected. This isn’t just a problem of an aging workforce. 22% of people claiming income protection for cancer treatment or care are under the age of 40. There’s a strong legal, moral and business case for managing employees with terminal illness sensitively. This includes supporting people to stay in work with a terminal diagnosis, and/or helping them to leave work at an appropriate point. There are a number of benefits for the organisation of managing an employee with cancer sensitively: managing an employee with cancer effectively can help limit the cost of long-term absence and the costs of recruiting a replacement. you have a legal obligation to consider reasonable adjustments for employees with cancer. While reasonable adjustments are a legal obligation, they’re not always easy. What might be a reasonable adjustment one day, may not be […]
According to employee benefits firm Neyber, “How can I help an employee worried about debt?” is not a question many employers are likely to ask. The Neyber survey suggests that 67% of employees believe that their employer doesn’t care about their financial wellness. It also suggests that only 3% of employees would turn to their employer about their financial worries. Lack of financial wellbeing has a significant impact on the productivity and health of the workforce 55% of employees said being under financial pressure affects their behaviour and ability to perform their job in the workplace 51% of employees say financial pressure affects their relationships with colleagues 46% of employees say financial pressure affects their relationship with their line manager The average household owes £7.413 in unsecured debt, 9.45 million people in the UK have no savings and 17 million people only have £100 savings. It’s maybe not then surprising that any workforce at any one time will have some members struggling with money. It makes the question “How can I help an employee worried about debt?” much more likely to be asked, especially if employers set their stall out to be more open about discussing financial worries. We are not advocating […]
Conflict is a huge contributor to workplace absence and stress. Many people ask, how mediation can resolve conflict and absenteeism. It seems if an organisation can develop a culture of conflict resolution, then conflict can be nipped in the bud. Rather than leaving it to fester and grow, causing the stress that may lead to absenteeism. Howver, there is a process which allows individuals in conflict to find an informal resolution to their issues quickly and effectively. An organisation could invest time in training line managers to hold difficult conversations. Ones that many of us attempt to avoid, It teaches listening techniques and can promote a culture of openness, dialogue, honesty and integrity. If conflict is already an issue in your organisation, considering strategies to deal with existing conflict may be beneficial to you. Mediation is a technique that can be a powerful intervention with a high success rate. It is a confidential, voluntary and informal process that allows members of staff in conflict to have open and honest discussions through a qualified mediator. It allows them to clarify the issues that so often lead to communication breakdowns and misunderstandings. So, How Mediation Can Resolve Conflict and Absenteeism Mediation focuses on re-establishing a working relationship […]
Return to work interview Besides knowing how to do a return to work interview, it’s good to know why we do a return to work interview. They are necessary for good housekeeping in your workplace. They are just one of the things that companies may wish to consider introducing to keep track on the comings and goings of employees. The interview will let you see what was behind the absence. This is important because after a while you might start to see trends. For example, you have an employee absent a lot with back pain or headaches, which could indicate a problem with seating, lifting or lighting, for example. Remedying these issues could save you lots of absences – not to mention legal action. There’s evidence that companies who introduce Return to Work interviews experience a reduction in sickness absence. It shows that you are taking absence seriously and possibly also a “fear factor”. Some employees who might in the past have taken the odd day off when they just couldn’t be bothered to come to work might be wary of being “found out” if they slip up in the interview by contradicting their original cover story. Companies don’t demand […]
People are going to be off sick from time to time. Most employees feel bad about letting down their colleagues, but how do you deal with frequently sick employees? Absence because of sickness, or another unexpected reason, can put your business in a tricky situation. Particularly if you have no policies in place for dealing with it. It can result in lost productivity and unhappy customers. It can adversely affect the other employee’s morale, if the absent employee’s duties are added to their workloads. This may also leave you having to pay for both the absent worker and their temporary replacement. Frequently Sick Employees A sickness policy, conducting return to work interviews and line manager training on dealing with sickness absence are helpful tools. You need to know why staff are off and when they will be back. Some of the types of absences you may have to deal with as an employer: short-term sickness absence which lasts less than a week. repeated short-term sickness absences which may, or may not, follow a pattern. unauthorised absence for other reasons. Sickness absence can be caused by a mixture of: an employee’s general physical condition. working conditions, including health and safety standards, […]
Managing staff with mental health issues can be challenging. We all have physical and mental health, and in both cases, our health can vary on a daily basis. It is estimated that one in four people experience a mental health issue in any given year. One in six employees is depressed, anxious or suffering from stress-related problems at any time. This is not necessarily work-related! However, many of us know little about mental health. We often don’t spot the signs that a colleague, employee, or we ourselves are struggling. Therefore, this delays help and recovery. Last week Business in the Community (BiTC) released a Mental Health at Work report. Worryingly, the report uncovered the fact that over three-quarters of employees have experienced poor mental health. Almost half of workers would not talk to their manager about a mental health issue. Although employers are talking more about it, there appears to be not enough being done about it. There seems to be a difference in the perception of company bosses and the reality of employees when it comes to mental health. Most board members believe their organisation is supportive on the issue. But 56% of people who have disclosed a mental health issue at work […]
The Bradford Factor is a method of managing and controlling frequent short term absence. This kind of absence is, in our experience, the most disruptive kind of absence for a company to have to deal with. Download our Fact Sheet now to learn more about how the Bradford Factor might work in your Company. Fact Sheet – The Bradford Factor Metis HR is a professional HR Consultancy based in the North West of England supporting clients across the country. We specialise in providing outsourced HR services to small and medium-sized businesses. Call us now on 01706 565332 to discuss how we may help you.
We have an employee off sick who has not sent in a sick note. His sick note expired last week. We haven’t heard from him since, can we write to him inviting him for a disciplinary due to failure to contact the office? The straightforward answer to this is yes BUT the sensible answer for you as the employer is before you do that, pick the phone up and contact the employee. It’s an urban myth that you can’t contact employees who are off sick. In this situation a phone call could prevent a lot of unnecessary work for you and distress for the employee. Any formal disciplinary process is time consuming and potentially damaging to the relationship between you and your employee. Anything that you can do to avoid unnecessarily going down this route makes good business sense. This situation could be something simple. The employee off sick who has not sent in a sick note may have put his sick note in the post and it hasn’t arrived. The employee is abusing the company sickness policy. It could be something as dreadful as the employee has died. Has the employee off sick who has not sent in a sick note previously […]