Here is an example of a generic Absence/Sickness Policy you might find in a contract:
You must notify the Employer or person working on their behalf* of any absences at the earliest possible opportunity. Other than in exceptional circumstances notification should be made personally to the employer or the person working on their behalf. Text message notifications; e-mail or any other electronic messaging other than a telephone call is unacceptable barring exceptional circumstances. You should try to give some indication of your expected return date and notify the Employer or person working on their behalf as soon as possible if this date changes.
If your incapacity extends to more than seven days you are required to notify us of your continued incapacity once a week thereafter, unless otherwise agreed between you and Employer or person working on their behalf.
Evidence for Sickness/Incapacity
Doctors’ certificates are not issued for short-term sickness/incapacity. In these short-term cases (up to seven calendar days) you must sign a self-certification absence form on your return to work.
If your sickness has been (or you know that it will be) for longer than seven days (whether or not they are working days) you should see your doctor and make sure he/she gives you a medical certificate and forward this to the Employer or person working on their behalf without delay. Subsequently you must supply the Employer or person working on their behalf with consecutive doctors’ medical certificates to cover the whole of your absence*.
*You can replace ‘the Employer or person working on their behalf’ with the name of whoever manages the PAs. This may be the Service User receiving care, a Designated Person or someone with Guardianship/Power of Attorney.
*The medical certificate should state a period of time/date when the doctor expects your employee to be fit to work. You do not need to request consecutive doctors’ medical certificates until the date for their expected return is near.