Policy Statement:

Global Lifelines is committed to promoting a positive and healthy work environment. This Attendance and Sickness Absence Policy is designed to establish guidelines for attendance and manage sickness absence effectively.

The aims of this policy are to:
• Ensure consistent tracking of attendance and day off due to sickness.
• Establish protocols for requesting and reporting absences.
• Outline reasonable attendance standards employees are expected to meet.
• Provide equitable treatment for disability-related absences.
• Enable support measures to facilitate employees’ return to work.

Global Lifelines adheres to the Equality Act 2010 and makes reasonable accommodations for employees with disabilities requiring leave for treatment, recuperation from illness, or managing chronic health conditions. Disability-related absences are tracked separately and do not count against employees’ attendance records.

1. Attendance Expectations

1.1 Employees are expected to report to work regularly and on time.
1.2 Punctuality and regular attendance are crucial for the smooth functioning of our organization.
1.3 Employees should inform their immediate supervisor or manager as soon as possible in case of any anticipated absence or lateness.

2. Reporting Sickness Absence

2.1 In case of sickness, employees are required to notify their supervisor or manager within Two (2) hours of their scheduled start time during reasonable communication hours. This allows the company to arrange adequate cover if needed.
2.2 If the absence persists for two (2) or more days, employees must contact their supervisor each day and must provide regular updates on their status and expected return to work.

3. Absence Without Authorisation

3.1 Employees who are absent from work without authorisation may be subject to disciplinary action, including verbal/written warnings, suspension, or termination. Pay may also be deducted for time away from work without proper approval.

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4. Absence Monitoring

4.1 The Bradford Factor scoring system will be used to monitor absenteeism. It takes into account the number of absences as well as the length, with higher scores indicating more disruptive patterns of absence. Scores above [100] will trigger a formal review.
4.2 Global Lifelines reserves the right to monitor and manage attendance levels.
4.3 Excessive or significant patterns of absence/sick days exceeding 5 days in a 12 month rolling period will be subject to formal procedures, including potential disciplinary action, at the company’s discretion.

5. Sickness Absence Procedure

5.1 For repeated or prolonged absences, the manager or designee will have an informal discussion with the employee. If attendance does not improve, a formal process will begin including written cautions, meetings to discuss absences, setting attendance targets, referring employee to occupational health. Continued issues may result in disciplinary proceedings. Global Lifelines reserves the right to skip steps for extreme abuse such as unauthorized leave immediately before or after a holiday.

6. Medical Certificates

6.1 If the absence persists for three (3) calendar days or longer, a doctor’s note must be submitted detailing the nature of the illness/injury, any treatments, and the time needed off work.
6.2 Employees must complete a self-certification absence form immediately upon returning to work following any illness and provide further written evidence upon request. A self-certified sick note is only acceptable for periods under 3 days. For extended absences a doctor’s note must be provided.
6.3 Medical certificates should be submitted to the HR department on the day of returning to work.
6.4 A false sick claim will be subject to disciplinary action.

7. Return-to-Work Interviews

7.1 Following any period of sickness absence, employees must attend a return-to-work interview with their supervisor or manager or designee.
7.2 The purpose of the interview is to discuss the reasons for the absence, any adjustments that may be required, and to facilitate a smooth return to work.

8. Confidentiality

8.1 All information relating to an employee’s health and sickness absence will be treated confidentially.
8.2 Medical information will only be disclosed to those who have a legitimate need to know.

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9. Review of Policy:

9.1 This policy will be reviewed as required to ensure it remains up-to-date, effective and relevant to company operations.

Global Lifelines expects all employees to adhere to this policy. Failure to comply may result in disciplinary action, up to and including termination of employment.