How Do Employers Deal With Chronic Health Conditions When It Comes To Attendance Policy?

[Raidergal2022]

How would a sickness policy for an employer work in this situation

So the usual policy where I work is that 1 absence due to sickness - whether it is 1 day or several months, is classed a done period of sickness. If you have more than 3 periods in 12 months (or if any of those periods are over 6 week) it triggers to the next level/formal and can lead to possible dismissal.

However say if someone had a chronic condition such as migraines or a neurological condition which was very variable, how should this operate then? For example it is likely that they would need a lot more then 3 periods off work.

I am asking as I was off for a few months with anxiety and have developed a reflux issue (esophageal dysmotility apparantly revealed by a barium swallow) which means I am struggling to eat properly and sometimes get a lot of tightness around my upper chest (expecially when I eat or drink) which sets off anxiety even more, I feel very weak and can’t focus. I had to come home from work once and as a result it is causing an increasingly serious attendance issue. I am damaging my reputation all the time and it is an area I would like to continue working in. I have had CBT for anxiety but the physical issues are still affecting me.

I am thinking I am going to have to leave work until it is sorted or at least until I learn to deal with it. Then I think how do employers usually manage those with other chronic conditions?

[Zacs-Master]

Different employers will deal differently. There’s no blanket rule.

[Zacs-Master]

Have you talked to HR or your line manager?

[Prudie]

All companies will have a different policy. Even my own has two different ones depending on what kind of contract you're on. The best is probably anyone who has civil service type rights (6 months sick on full pay, then 6 months on half-pay). Anyway what you are describing is whether it would be treated as discounted or supported absence. In those case the triggers for next level will not include days off for things like chronic illnesses or mental health issues. It would all have to be agreed with your manager and HR though whether what you are suffering with would not get you into a monitoring situation.

You should also be offered occupational health referrals too (for what good they do) but it really depends how caring your workplace is.

[THECORBYLOON]

If you have a specific condition which is likely to repeatedly affect you, it is possible for that to be taken into account when considering attendance management.

Your case could be referred to an Occupational Health Service which would advise your employer you are likely to have X number of periods of incapacity and/or Y days' incapacity within a twelve-month period.

Those absences would be treated differently from other, "ordinary" absences but anything in excess of the likely incidents or days relating to that condition would count toward any trigger points at which action has to be considered.

There is also a question of capability in which the employer considers whether it can continue to support the level of absence regardless of the cause.

[bednobs]

in my work place (which is rather similar to prudie's in more wys than 1!) it depends what you work out with your LM. I have a chronic condition and i generally dont get the return to work interviews - my LM just says "you feel up to working?" and if isay yes, he says ok. I think it's probably because i have an established history of being a good worker, going the extra mile blah blah

[Prudie]

I've often thought you and I work for the same big company bednobs. I'm not 100% sure though.

[bednobs]

I don't think we do prude, we just do similar ish things

[rowanwitch]

Depends on the employer, but working in the NHS it was part of the process to be reviewed by the occupational health department to see if you were fit for the role you were in, if redeployment would be helpful,, or if long term sick leave would result in a definitive solution. At the end of the day no organisation can carry someone with a poor attendance record for even the most valid reasons and it may eventually result in them wanting to terminate a person's employment on health grounds. What I would say is the more you are seen to be working towards improving your situation the more patient they are likely to be. So seeking help with the anxiety component with maybe CBT would work in your favour.

[lankeela]

I would say that anxiety would not be classed as a longer term or chronic issue. You say the other conditions set off your anxiety so you would need a doctor to diagnose your condition before the employer could decide whether your repeated absence is acceptable under their terms.

[Ellipsis]

Check your contract and that should be the worst case scenario. Most small businesses can be a lot more flexible* in specific circumstances, so talk to your firm.

* Especially if you are flexible too

[pastafreak]

I disagree lankeela...generalised anxiety disorder is definitely chronic and long term. Those with it can often truthfully say they cannot remember a time they did not feel anxious. Obviously diagnosis is key.

[Redhelen72]

Unfortunately things have changed in some civil service areas now.
However as far as the OP is concerned my departments makes some allowances for chronic conditions and would allow more periods of illness, but an absent member of staff is not an effective member of staff.