Wondering how to deal with employees suffering with Long-COVID? Long-COVID is thought to have affected 2 million people in the UK who had symptoms lasting at least 12 weeks. Inevitably the Government is starting to face pressure to have long-COVID classed as a disability. Symptoms of long-COVID typically include extreme tiredness, brain fog and dizziness. A recent survey by the TUC showed that just over half of people with symptoms of long-COVID have experienced some form of discrimination or disadvantage at work. The most common reaction from employers has been reported as disbelief and suspicion with 19% of respondents saying that managers questioned the impact of the condition. The Equality Act 2010 defines “disability” as a physical or mental impairment that has a ‘substantial’ and ‘long-term’ negative effect on a person’s ability to do normal daily activities. As such, there is a school of thought developing that there is a strong case for the emerging condition to be classed as such. How to deal with employees suffering with Long-COVID so that you appropriately manage the return to work is key. Managing the long-term effects on workers, so that you can put appropriate measures in place to support staff is challenging because we […]
We have looked at Why we need to do a return to work interview after absence, now we shall look at how to do a return to work interview. These should be undertaken to acknowledge each absence. How to do a return to work Interview Welcome the employee back to work. Seek confirmation that the individual is fit to work Give the employee the opportunity to highlight any relevant issues and reasons for absence. Try to offer solutions if the employee raises any issues. If appropriate, refer to employee support mechanisms. Agree a review period and/or any actions required if appropriate. Here’s our 6 step guide to how to do a return to work interview In advance, review the employee’s attendance record over the previous 12 months. Take notes of any points arising from previous return to work discussions or meetings. Print off copies of the employee’s attendance over the last 12 months. Meet with the employee on the first day back at work, or shortly afterwards. It is important that a record of the Return to Work interview is kept by the manager. Decide what your objectives for the return to work interview are. During the Meeting: Welcome the employee back […]
