Working from home has become a more long-term arrangement for many employees in 2020. And for many businesses, it’s been a blessing.
They’re able to work through restrictions and lockdowns while also testing a new way of working. However, it does have its drawbacks.
As well as health & safety considerations, HR issues can arise, and one of those is handling employee sickness. But how do you deal with this everyday issue now that many of your staff work from home?
Have a policy in place
A sick leave policy is one of the basic documents all businesses should have.
This policy should outline how sick leave will be dealt with in your business but also the employee’s responsibilities like how they notify you they’re not feeling well enough to work.
Furthermore, the policy will act as the definitive information document to ensure no grievance issue arises between your employee and the business.
What should a homeworker do when they’re sick?
Well, the first thing to note is that the notification procedure should remain the same. If your sickness absence policy requires employees to call a manager before the working day starts, the homeworker should stick to the same rules.
Likewise, if the illness persists, your medical certification requirements apply to homeworkers too. Most employers demand a medical cert if the employee misses three or more days. If this is your policy, ensure the cert is provided by a qualified medical practitioner registered with the Medical Council of Ireland.
Coronavirus absences
If the homeworker’s absence relates to the coronavirus outbreak, you should discuss the employee’s requirements. If the employee has received advice to self-isolate but feels well enough to continue working from home, there is no reason treat the period of self-isolation as an absence from work. Employees who have been diagnosed with COVID-19 should stop working until they receive medical confirmation that they are fit enough to return to work.
Do I have to pay employees who call in sick?
There is no legal obligation on employers to pay employees who are absent through illness.
They’re not at work; therefore you’re not required to pay them. That said, you should check the contract of employment to ensure there’s no contractual provision entitling the employee to full pay during time taken off for sickness.
As with any form of absence, it’s crucial that you don’t forget an employee’s rights when handling a sickness.
The Government’s Enhanced Illness Benefit is also available to employees who miss work due to COVID-19. The payment is available to people who have been advised to self-isolate for a maximum of two weeks and to people who have been diagnosed with COVID-19 for a maximum of ten weeks.
Consider an Employee Assistance Programme
This has been a tough few months for businesses and employees alike.
Recent surveys have highlighted the risk of stress and burnout as many employees, including those working remotely, are now working longer hours.
Should your employees feel overwhelmed by the current situation or their workload, you can of course talk to them and support them. You can also offer them an Employee Assistance Programme which provides:
- 24/7 telephone, email, and live chat counselling 365 days a year.
- Occupational and medical health assessments.
- Finance management, debt, and legal advice.
- And many more helpful resources.
Need our help?
If you’re a Peninsula client, you can call our 24/7 helpline for instant, unlimited advice on how to handle employee sickness.
But if you’re not a client, you can still claim a free advice call with one of our HR experts today.
To speak to an expert now, call 0818 923 923.
