Leeanne has extensive experience advising a range of regional, national, and international employer clients on various contentious and non-contentious employment law issues. She is dual qualified and practises in both Northern Ireland and England & Wales.
She assists HR, management, and in-house legal teams with a range of day-to-day employee relations issues, such as poor performance, ill health, disciplinary matters, and grievances. She also provides advice and guidance to clients on redundancy exercises, contract and policy reviews, senior employee exits, and the transfer of employees under TUPE.
Long-term sickness absence can have a significant impact on business operations and output. Managing long-term sickness can be complex and difficult for managers and HR teams, and there is a balance to be struck between supporting an employee through what may be a long-term recovery from illness, and ensuring business continuity and efficiency.
If poorly handled, it can not only be costly in terms of continued absence but can also lead to risk of claims, especially if it ultimately leads to dismissal.
In this month’s feature, we review the key areas to cover in a policy for managing long term sickness absence fairly and effectively. This matters we discuss are with a focus on dealing with a single period of
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