If the report recommends “reasonable adjustments”
Under the Equality Act 2010 employers have a legal duty to consider all “reasonable adjustments.”
It is good practice whether an employee is considered to be disabled or not to look at implementing any adjustments that will assist the employee in remaining at work or returning to work if absent.
Where specialist adjustments are required it is advisable to consult the individual involved and to seek advice and assistance from specialist organisations which may be able to help. For further information on reasonable adjustments and organisations which may be able to help please speak with the Council’s Equality and Cohesion Manager or from the Human Resources Service.
For further information on reasonable adjustments and organisations which may be able to help please contact [email protected]
If the employee is fit to return to work in X weeks
If the employee has not returned in X weeks then the Occupational Health Service should be informed and a review arranged to determine why a return to work has not occurred.
If the employee is fit to return and a phased rehabilitation programme is recommended
As the manager you should be considering options for rehabilitation as recommended by the Occupational Health Service. If you need further information on rehabilitation programmes then you should seek advice from Wellbeing team at UKIM either by:
Email: [email protected]
Or
Phone: 0333 049 2872
If there's no timescale for a return to work
This may be relevant early in an absence for example, or when timescales for external medical appointments are uncertain. Managers should consider arranging a Wellbeing Support Meeting to decide how to progress the case; please contact HR Advisory for further advice at this stage.
If the employee is unfit to return for the foreseeable future
No timescale can be given. This usually appears on a report when the possibility of Ill-Health Retirement has been excluded. The Equality Act may apply but if all adjustments have been made, and the employee is still unable to return, you should consider progressing the case to a Wellbeing Support Hearing. Please contact HR Advisory for further advice.
If there's insufficient medical evidence to justify Ill-Health Retirement
Again, managers then need to consider alternative resolutions to the absence and should seek advice from the People Management Service.
If there's no medical reasons why the employee should not give regular and effective service over the next 12 months
This statement is likely to be used when an employee has a record of none connected persistent short term absences. Managers should follow the Short Term Absence procedure outlined in the Wellbeing and Attendance Policy, please contact HR Advisory for further advice if required.
There are no medical contraindications to administrative action if deemed appropriate
The manager should now seek to bring the absence to a conclusion. Manager should seek advice from the People Management Service.
The employee meets the criteria for Ill-Health Retirement
Employee meets the criteria for Ill-Health Retirement under the Government Pension Scheme.
Find out more about Ill-Health Retirement.