Balancing Employer Rights and Employee Well-being
In recent times, the issue of employers requiring medical certificates for staff absences, even when legally entitled to them only after three consecutive days, has sparked debate. This practice, while rooted in the desire to maintain accountability and productivity, needs a closer examination in light of the current GP shortage and the difficulties employees face in securing timely appointments is now raising questions about the reasonableness of such requests and the value of medical certificates obtained through telehealth appointments.
One of the major challenges faced by both employees and employers today is the ongoing GP shortage. Finding an available appointment within a reasonable timeframe has become increasingly difficult, often leading to employees being unable to obtain a medical certificate promptly. In some cases, employees may no longer be sick when they finally manage to secure a doctor's appointment.
While it is understandable that employers may want to ensure that employees are genuinely unwell before granting sick leave, or for others that the employee is recovered fully and fit to resume work following a period of being unwell, it is essential to consider the practicality and reasonableness of this requirement, given the current circumstances. Requiring medical certificates for absences of any duration can put unnecessary strain on the already burdened healthcare system and create additional stress for employees trying to secure appointments.
Furthermore, insisting on medical certificates after just three consecutive days of absence, regardless of whether those days are rostered work days or not, may not be the most effective approach. Employees may feel pressured to return to work prematurely to avoid the hassle of obtaining a certificate, compromising their well-being and potentially spreading illnesses in the workplace.
With the advent of telehealth services, many employees have sought medical advice remotely, especially during times of heightened health concerns. However, not all telehealth appointments involve a physical examination or assessment of the employee's condition. In such cases, the question arises: Are unassessed medical certificates obtained through telehealth appointments of any value to employers?
It is crucial to recognise that while telehealth consultations may not involve a physical examination, they still provide an opportunity for employees to seek professional advice and discuss their symptoms with qualified medical practitioners. These certificates can offer valuable insights into the employee's condition and help employers gauge the seriousness of the illness.
Finding a Balanced Approach
Balancing your rights as an employer to ensure genuine sick leave claims with the difficulties employees face in obtaining medical certificates requires a nuanced approach.
You could consider the following steps:
Flexibility: Employers can demonstrate flexibility by considering individual circumstances and adopting a more lenient approach towards medical certificates for shorter absences.
Encourage Telehealth: Encouraging employees to utilise telehealth services for initial consultations can alleviate the burden on the healthcare system and facilitate prompt access to medical advice.
Trust and Communication: Building trust between employers and employees is vital. Open communication about the importance of genuine sick leave and the challenges in obtaining medical certificates can foster understanding and cooperation.
As we navigate the complexities of the current GP shortage and its impact on obtaining timely medical certificates, it is time to rethink the traditional approach to sick leave policies. Balancing the needs of employers with the well-being of employees requires understanding, empathy, and a willingness to adapt to changing circumstances.
By fostering a collaborative and supportive work environment, you can prioritise both the health of your employees and the productivity of your organisation.
Disclaimer This article, and any information contained on our website is necessarily brief and general in nature, and should not be substituted for professional advice. You should always seek professional advice before taking any action in relation to the matters addressed.