Sickness Absence Policy - June 2025

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4. Responsibilities

As a new employee you should be made aware of your responsibilities under this Policy at the commencement of employment by your line manager through the local induction process and when you are appointed to a post with management responsibilities for the first time.

Regular communication is essential between you and your line manager to ensure all the relevant information is available to support your regular attendance and return to work. The following provides the minimum requirements expected of you if you are absent due to illness:

  • Reporting absence directly to your line manager or a nominated deputy by the appropriate time (by telephone);
  • Providing self / medical certification for all medical absences as appropriate;
  • Attending a Medical Review at our Occupational Health Centre when required;
  • Attending the relevant Attendance Management Meetings (AMMs) with your manager to discuss sickness absence as required by this policy.

Your line manager has a key role to play by accurately recording sickness absence at the appropriate time and ensuring that your periods of sickness absence are managed in a consistent and fair manner.

Wider responsibility for the policy rests with Members, Directors, Heads of Service and all Senior Managers as set out in the sickness absence governance arrangements. They are responsible for:

  • Scrutinising sickness absence data and considering any trends in sickness absence.
  • Ensuring a culture of attendance is in place and promoting a ‘safe and healthy’ workplace.
  • Effectively communicating this Policy and accompanying guidance within the respective service areas and ensuring that sickness absence is managed sensitively and consistently.
  • Commissioning additional support for you and your team as appropriate and practicable, and ensuring that you have adequate training and supervision to carry out your duties.

The People, Digital & Policy division has responsibility for monitoring the effectiveness of this policy. It will ensure that the proactive approach to management is encouraged through timely advice from the People Services (HR), Employee Wellbeing team (EW) and Learning & Development (L&D) teams, as appropriate.