Does absence makes the heart grow fonder…………?   no not really it just creates stress.

How well do you know your family friendly rights?   We have 10 questions here to test your knowledge

Does absence makes the heart grow fonder…………?

If you have high sickness absence rate in your organisation then think about introducing ‘return-to-work interviews’. Two out of three employers believe that return-to-work interviews have cut employee absence rates, according to a study by Personnel Today's sister publication, Employment Review.

No matter how short the absence, manager should sit down with the returning employee, discuss the reasons for the absence and length of absence and complete the self-certificate form. This not only shows you as the employer cares but that you are monitoring absence too. Strangely enough in our experience most employees expect to be spoken to on return from sickness absence, so managers should not feel daunted by the task. In most cases it will be a quick 5 to 10 minute chat. However, if there is a reoccurring pattern or the employee is returning from a long spell of absence then allow for a longer meeting to explore the reasons, to establish that they are definitely well enough to return or do you need to make any adjustments to their work. This conversation might lead to a need for occupational health assessment.

There is genuine concern about the link between the economic downturn and increase in workplace stress and mental ill health, with fewer employees expected to do the same amount of work or from a sense of job insecurity. An increasing number of studies are linking the recession to ill health - particularly anxiety, heart disease and stress.

Williams Johnston, commercial manager of research and management consultancy Great Place to Work, said "It is important for organisations to address mental health and stress-related conditions in the workplace as part of their duty of care to employees, but also to maximise business efficiency during the current economic downturn," he says.

Return to work interviews are a good way of picking up on early signs of stress, anxiety etc. Managers do need to be given appropriate training to deal with such issues sensitively and with care. There is still stigma associated with stress, particularly with men who believe that it will be taken as a sign of weakness.

Picasso HR can give you advice and support on handling stress issues as well as sickness absence, intermittent and long term.

We can also train your managers on conducting return to work interviews. Call us on 01473 890037.

How well do you know your family friendly rights?

We have 10 questions here to test your knowledge of maternity, paternity, parental and adoption leave and flexible working.

1. How many weeks maternity leave is an employee entitled to regardless of length of service?

2. If the employee has at least 9 months and 2 weeks service when her baby is due, she is entitled to how many weeks maternity pay?

3. How many days is she allowed as ‘keeping in touch days’?

4. If your organisation does not allow carry over of holiday entitlement, and where return from maternity leave falls close to the end of the holiday year, should the employee be permitted to carry holiday forward unlike the rest of her colleagues?

5. At what rate is adoption pay paid for 39 weeks and how is this different to maternity pay?

6. How much parental leave can be taken per child in total and in any given year?

7. Normally parental leave can be taken up to the child’s 5th birthday or 18 if the child is disabled. How is this different if the child is is adopted?

8. Could a woman qualify for paternity leave?

9. What criteria apply for an eligible employee to make a formal request for a change of hours or place of work?

10. How many requests can an eligible employee make for flexible working in a 12 month period?

Answers

1. 52

2. Maternity pay for 39 weeks. The first 6 weeks are paid at 90% of normal earnings. Lower-Rate Statutory Maternity Pay is paid for the remaining 33 weeks. 

3. 10

4. Yes, but it must be taken within 3 months of the new holiday year.

5. Statutory adoption pay is the same as maternity pay, except it is paid for 39 weeks at the lower rate only.

6. A maximum of 13 weeks in total can be taken for each child, or 18 weeks where the child is entitled to a disability living allowance. Up to 4 weeks can be taken each year for each child.

7. If the child is adopted it can be taken up to the fifth anniversary of the child’s adoption, or the 18th birthday, if earlier.

8. In certain adoption situations a female could qualify for paternity leave.

9. Any employee who has 26 weeks service and is responsible for the upbringing of a child aged 16 or under, or a disabled child under 18 or cares for a disabled adult, has the right to make a formal request for a change of hours or place of work. The request could be for one of a wide range of flexible working arrangements e.g. part-time, job-sharing, working from home, career breaks etc.

10. A request may only be made once every 12 months.

The information in this newsletter is of a general nature and is not a substitute for professional advice. You are recommended to obtain specific professional advice before you take any action.

For further information, advice or assistance on any of the matters raised in this newsletter please contact Picasso HR on 01473 890037.

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