Agenda item

To receive a discussion paper on Long Term Absence Management

RESOLVED: That the Committee commented on and noted the Discussion Paper on Long Term Absence Management.

Audio Recording – 24 minutes, 0 seconds

The HR Services Manager presented the Information Note entitled ‘Long Term Absence Management’ and advised that:

·                Long term absence was classed as more than 21 days sick. A policy was in place to provide appropriate support from line managers and Human Resources in these circumstances.

·                The sick pay scheme supports employees whilst recovering.

·                Support was offered to staff to return to work such as adjustments, redeployment and, on occasion, ill health retirement.

·                In 2023 there were 49 cases of long-term sickness absence, resulting in 1000 lost working days. 40% of these cases related to depression, anxiety and stress. At 21 days sickness, a letter will be sent to the employee, reminding them of fit note requirements, the employee assistance programme, and to keep in touch with your line manager. 

·                A referral would be made to Occupational Health for a medical professional to see if any adjustments can be made for the return to work, including a possible phased return.

·                Support is given to both line managers and employees.

·                On return-to-work, Occupational Health would advise on possible modified duties and undertake regular reviews to address any concerns.

·                On the occasions that the employee is unable to return, options of ill health retirement would be discussed with Occupational Health and the employee.

·                Long term sickness can relate to mental health problems and the Council were looking into Wellness Action Plans that assist the employee to notice triggers for their mental health, addresses mental health problems and provides a better understanding for line managers to understand the needs of employees. These were being tested by some management and staff and feedback would be collated on how these work in practice.

The following Members asked questions:

·                Councillor Terry Hone

·                Councillor Clare Strong

·                Councillor Tom Plater

In response to questions, the HR Services Manager stated that:

·                North Herts Council has signed up to the Green Book entitlement on sick pay, which is a standard. However, some other authorities have moved away from this entitlement.

·                From the 2023 figures, it seemed that 49 cases of long-term absence were deemed high. However, it was noted that there was an aging workforce which came with specific health issues.

·                No comparison had been carried out with neighbouring authorities, but this has been the standard for North Herts Council. The biggest difference had been the increase in mental health cases in the last few years.

·                It was confirmed that sick pay starts on day 1 of the sickness absence.

·                The Occupational Health service provided for the Council is outsourced to an external provider and employees would be referred to an Occupational Health advisor.

·                In more detailed cases relating to ill health retirement, employees would be referred to a physician or GP who would provide a report of suggested support.

·                There was currently no framework in place regarding Wellness Action Plans to support management and staff to have the conversation. This was not something everyone would be interested to use and would not be mandatory across the organisation. It was thought it could be a good tool to enable people to be more proactive about their own mental health.

RESOLVED: That the Committee commented on and noted the Discussion Paper on Long Term Absence Management.