Employee sickness is part of running a business – but for small employers, even one absence can be a big disruption. So how do you support your team’s wellbeing without losing control of productivity?
Understanding Your Legal Basics
Employees are entitled to Statutory Sick Pay (SSP) if they meet certain conditions – but beyond that, your sickness absence policy is your best friend. If you don’t have one, now’s the time to create one. A clear policy helps manage expectations on both sides and provides a fair process for handling short and long-term absences.
And with SSP becoming a day-one right from 2025, having a robust sickness policy in place is about to become even more important. It will give you a framework to manage short absences consistently and fairly – something that matters when even a single lost day has a big impact.
Why Small Businesses Can’t Ignore It
Larger companies might absorb a sick day here and there, but in a small team, you really feel the gap. It’s easy to fall into the trap of either being too strict or too relaxed – both of which can cause problems. Too strict, and you lose goodwill. Too lenient, and patterns go unchecked.
Top Tips for Managing Sickness Absence
- Have a Clear Policy: Outline how employees should report illness, when to provide fit notes, and how return-to-work discussions will be handled.
- Track Absence Consistently: Keep a simple log, ideally using HR software but even recording in Excel will allow you to spot trends or recurring patterns.
- Return-to-Work Chats Matter: A brief, informal check-in can deter unnecessary absences and flag any ongoing support needs.
- Be Fair but Firm: If absence levels are high or start to affect business continuity, it’s okay to have a serious conversation – but always stick to your policy and document everything.
Sickness happens – it’s how you handle it that counts. A clear, sensible policy helps you stay in control without damaging team morale. With SSP kicking in from day one in 2025, now’s the time to tighten things up.
Need a hand putting a simple, workable policy in place? HR Caddy can help – no jargon, no fuss.
