Dealing with a sick employee: how do you go about it? As an employer, you will sooner or later have to deal with a sick employee. This can be a challenging situation, as it is important to represent both the interests of your company and those of your employee.
At GJ GROEP, we are happy to help you find the right balance between your legal obligations and a committed approach. Read about which steps you need to take and how to effectively deal with a sick employee, from the initial contact to re-integration.
Steps for employers: Dealing with a sick employee
Dealing effectively with sick employees is crucial for both the well-being of your staff and the continuity of your business. As an employer, it is important to take sickness absence seriously and take the right steps, from the initial notification of illness through to successful re-integration.
At GJ GROEP, we know how complex this process is and support you at every step. In this way, you can deal with a sick employee in a careful and professional manner, with an eye for both legislation and the needs of your employee during their incapacity for work.
Legal obligations regarding sickness absence
As soon as an employee reports sick, you have several legal obligations as an employer. For instance, you must continue to pay the sick employee’s wages for at least two years and jointly draw up a plan of action for re-integration.
It is important to maintain a sickness absence policy and ensure that you comply with the Gatekeeper Improvement Act (Wet Verbetering Poortwachter). This means you must take re-integration obligations seriously from the start. An occupational health physician plays a major role in this, as does GJ GROEP. These agreements are laid down in the Gatekeeper Improvement Act.
Drafting and implementing an absence policy
A good absence policy is essential for every organisation. It provides clarity for both employer and employee regarding the steps to be followed in the event of sickness absence and recovery. A strong absence policy ensures a proactive approach and helps with a faster recovery and return to the workplace.
Thus, everyone benefits from a good absence policy. GJ GROEP supports employers in drafting and implementing an effective policy.
The initial contact during illness
The first moment of contact with the sick employee is crucial. Does your employee report sick? Then ensure a quick follow-up. Show empathy and listen to your employee’s situation. Clearly indicate which steps need to be taken and what support is available. This initial contact lays the foundation for open communication during the further sick leave.
How do you maintain contact during sick leave?
Maintaining regular contact during sick leave is essential for a successful return to work. Schedule regular evaluations and ask about your employee’s progress. This not only shows your commitment but also ensures you stay informed of any developments in your staff member’s health. Use these moments to discuss re-integration.
Re-integration: how to guide employees back to work
The re-integration of a sick employee requires a structured approach. Draw up a plan of action together with the employee and the occupational health physician. Various measures are possible. Consider adjusted duties, flexible working hours, or a partial return to work. GJ GROEP helps you with this, ensuring you comply with all legal obligations.
Do you have questions about dealing with a sick employee or do you need help drafting an absence policy? Then please contact GJ GROEP. We are happy to help you further!
