This week, 3-9 September 2017, is Migraine Awareness Week. It made us reflect on a call from an employer we had recently about a female employee. She was absent from work because of a migraine for the third time in a month. His reaction of “it’s only a headache” made us reflect on migraines and the reality for some people. Claiming to have a migraine is one of the most popular excuses for “pulling a sickie” from work. A recent YouGov poll of 2,105 people found 15% of workers who admitted to making up illness to get a day off work used migraine as their excuse. The fact that people fake migraines puts real sufferers in a difficult position. Some employees say they fear they won’t be believed if they phone in sick with a migraine. Statistics provided for Migraine Awareness Week show that 1 in 7 people are affected by migraine. Migraine is the 6th highest cause worldwide of years lost due to disability. In the UK there are more people who suffer from migraine than with diabetes, epilepsy and asthma combined. Over 6 million people suffer with a resulting loss of over 25 million working days. An estimated cost to […]
For employees who take time off with stress to avoid a disciplinary at work are, in effect, making the process and situation more difficult for themselves and not just the employer. A disciplinary investigation can be a daunting process. They may feel aggrieved that the company considers their behaviour to amount to misconduct or they may believe their future employment is at risk. If you feel you have a strong case against an employee, you may well want to proceed as quickly as reasonably possible to resolve the matter and move on. However, for employees who take time off with stress to avoid a disciplinary at work, there maybe little incentive to engage with the process, especially if the employee is suspended on full pay until a decision is reached. This can result in what appears to be attempts by the employee to time waste with requests to postpone proceedings through to last minute call-offs or the submission of a fit note. An employer is entitled to require a suspended employee to attend disciplinary meetings during normal working hours, but it is good practice to reschedule a hearing at least once if the employee provides a good reason […]
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.
Aren’t you glad you aren’t trying to manage a business in India? An executive engineer, who was last in work in December 1990, a 25 year absence, has finally been dismissed in 2015!! The Engineer worked for the Indian government which had found him guilty of “wilful absence from duty” in 1992, but only now, after a 25 year absence, has the employee finally been dismissed. Even then it took the involvement of a cabinet minister to finally achieve the dismissal. According to a government statement the employee “went on seeking extension of leave, which was not sanctioned and defied directions to report to work”. According to the World Bank, India’s labour laws make it difficult to dismiss staff for any reason other than that of criminal misconduct. I’d say they’re right if a 25 year absence is anything to go by! Some states have recently made changes to the law that will make it easier for employers to recruit and dismiss staff going forward.
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 off sick. 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 as simple as the employee off sick who has not sent in a sick note has actually put his sick note in the post and it hasn’t arrived, it could be something as complex as the employee off sick is abusing the company sickness policy or it could be something as dreadful as the […]