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Long-Term Sickness Absence Support
Support employees who are off sick for a long time, manage absence fairly and plan a safe return to work, with expert HR advice at every stage.
Sickness absence support
Manage Long-Term Sickness With Care and Confidence
Long-term sickness is hard for everyone. Your employee needs support, your team needs cover, and you need to manage the absence fairly without risking a disability discrimination or unfair dismissal claim.
Clearpath UK helps you get the balance right. We guide you through keeping in touch, getting medical advice, making reasonable adjustments and planning a return to work, and, where a return isn’t possible, a fair capability process.
Know the difference
Short-Term or Long-Term Absence?
The two need different approaches. Getting the route right helps you support the employee and manage the absence fairly.
Frequent short-term absence
Repeated short absences, often for different reasons, that start to affect the team and the business.
WHAT TO KNOW
Long-term sickness
A continuous period of absence, often four weeks or more, usually linked to a single illness or injury.
WHAT TO KNOW
How we support you
How We Come In and Support You
Every absence is different, so you choose how involved we are. We can advise your managers or manage the whole process with you.
We advise
You manage it, we’re in your corner
Expert guidance by phone and email while your managers handle the absence.
- Step-by-step absence plan
- Template letters and scripts
- Advice whenever questions come up
We guide
We work alongside your team
An HR adviser plans each stage with you and prepares the paperwork.
- Everything in We advise
- Occupational health referrals
- Welfare meeting preparation
We manage it for you
Hands-on, start to finish
We handle the process for you, including welfare and capability meetings, on site or remotely.
- Everything in We guide
- Welfare meetings run for you
- Fair capability process if needed
Step by step
Managing Absence: Before, During and After
Most long-term absences follow the same stages. Handling each one with care protects the employee and your business.
Keeping in touch
Getting medical advice
Return or resolution
Avoid costly mistakes
Common Long-Term Sickness Pitfalls
Long-term absence is one of the most common sources of disability discrimination claims. These are the mistakes we see most.
A condition that has a substantial, long-term effect on day-to-day activities may be a disability under the Equality Act. If so, you have a duty to make reasonable adjustments.
No contact at all
Saying nothing for weeks can leave the employee feeling abandoned and make a return harder.
Too much pressure
Frequent calls or pressure to come back early can make things worse and lead to complaints.
Deciding without medical evidence
Decisions about a return or dismissal should be based on up-to-date medical advice, not assumptions.
Ignoring reasonable adjustments
Failing to consider adjustments, such as changed hours or duties, is a common route to a discrimination claim.
Forgetting holiday
Holiday continues to build up during sickness, and some may need to be carried over.
Rushing to dismiss
Dismissing without a fair capability process, consultation and consideration of alternatives is likely to be unfair.
Extra care needed
Absences That Need Extra Care
Some absences carry a higher legal risk or need particularly sensitive handling. Taking advice early helps.
Stress and mental health
Stress, anxiety and depression are among the most common causes of long-term absence. Work-related stress needs a risk assessment and careful handling.
Disability
Where a condition may be a disability, the duty to make reasonable adjustments applies throughout the absence and return.
Pregnancy-related sickness
Sickness related to pregnancy must not be counted against the employee or used in absence decisions.
Work-related injuries
Injuries at work may need to be reported and can lead to personal injury claims, so health and safety advice matters.
Absence during a disciplinary or grievance
If an employee goes off sick during a process, consider medical advice and alternatives such as written submissions.
What we deliver
Your Absence Toolkit
Whichever level of support you choose, we can prepare every document you need, tailored to your business and ready to use.
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What Our Clients Say
First Class in Every Aspect
“Absolutely first class with help in every aspect of my business. The knowledge and time invested in me and my business has been exceptional.”
Kept Informed Throughout
“I had an excellent experience with Clearpath. The team was professional, supportive, and kept me informed throughout the recruitment process.”
Long-Term Sickness Resolved
“We spoke to Clearpath in relation to one of our staff who was on long term sick, Clearpath supported us with our difficulties and provided a resolution. Highly recommended.”
Let’s Get Started: Contact Clearpath UK Today
Ready to create a positive, high-performance work environment? Contact our expert team to discuss how we can help.
Book your free consultation today — we’re excited to help your business thrive.
Get in touch
Speak to an Adviser
Whether it’s HR, employment law or health & safety, tell us what you need and one of our advisers will get back to you, usually within one working day.
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One of our advisers will be in touch shortly. If it’s urgent, call us on 020 3773 0992.
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Frequently Asked Questions
When does sickness absence become long-term?
There’s no legal definition, but absence of four weeks or more is commonly treated as long-term. Your absence policy should set out how you define it.
Can we contact an employee who is off sick?
Yes. Reasonable, supportive contact is usually a good idea. Agree how and how often you’ll keep in touch, and avoid putting the employee under pressure.
Do employees still build up holiday while off sick?
Yes. Statutory holiday continues to build up during sickness absence, and employees who can’t take it because they are ill can carry some of it over.
Can we dismiss someone on long-term sick leave?
Sometimes, but only as a last resort, after getting medical advice, considering reasonable adjustments and alternatives, and following a fair capability process. Take advice first.
Do we need consent for a medical report?
Yes. You need the employee’s written consent to ask their GP or specialist for a report, and they can ask to see it before it’s sent to you.