Critical Actions During Ill-health Dismissal

We’ve recently been working with a medical practice. One of the nurses was suffering depression and became unfit to undertake her duties. She had been off sick for three months and the principal asked TimelessTime for help. We facilitated medical advice and clarified both parties’ positions. The principal decided on pursuing ill-health dismissal.

There are a number of key points that all principals should note when faced with this situation:

• Deal with sickness early. Don’t wait. Manage the sickness absence and manage the employee back to work;
• Get medical advice. Let other staff know you are dealing with the issue (but keep confidences);
• Follow your Sickness Absence Procedure (not Disciplinary since it is a performance and not a disciplinary issue).
• Be absolutely clear in your communications with the sick staff member. Minute all meetings fully;
• Make sure those meeting with the sick staff member have been trained – it’s not a normal situation and supervisors are seldom ready to cope;
• If dismissing, get help. Dismissal is the last resort and you must be able to demonstrate you have pursued all other options. Proceed with care. Manage sensitively.
• Be ready for a backlash. The sick staff member may be angry and upset. Don’t be surprised if they lodge an ET1 – the notice of a pending Employment Tribunal case against you.

Such situations can be managed successfully. The critical points are to proceed with caution, compassion and clarity.

The principal of the medical practice subscibed to Timeless SUPPORT at a cost of £600 per year and was able to check actions every step of the way. They were further supported with several hours of ad-hoc Timeless PROJECT work. See http://www.timelesstime.co.uk/products/timeless-support for further information.

A little about the author

Sue Berry TimelessTime

Sue is founder Director of TimelessTime. Having gained HR experience in most business sectors and headed up HR in three very different business sectors, she is able to draw on this experience and provide clients with a bespoke service offering them the best solution for their own unique problems. She is a qualified trainer, job analyst, and is Level A and B qualified occupational psychology test user able to administer and interpret both personality and ability tests.

Sue has a BEd(Hons) in sociology, she holds a Masters degree in Human Resource Management and is Fellow of the Chartered Institute of Personnel and Development.  Her current research studies are in psychology and economics.