When does sickness absence become long-term?

There is no single definition. NICE guidance on long-term sickness absence treats four weeks or more as long-term and notes that some use more than two weeks. Set trigger points in your absence policy for one long absence and for repeated short ones, and apply them the same way to everyone. A single long absence with a clear cause calls for a different response from a pattern of short ones, so record the reason each time.

Do we have to pay sick pay from the first day off?

In Great Britain, yes. Section 10 of the Employment Rights Act 2025 removed the waiting days from 6 April 2026, so statutory sick pay is due from the first full working day off sick, and section 11 of the Employment Rights Act 2025 removed the lower earnings limit. Sections 12 and 13 of the Act did the same in Northern Ireland. In Great Britain the rate is £123.25 a week or 80% of average weekly earnings, whichever is lower. Our Employment Rights Act 2025 update has more.

When should we refer an employee to occupational health?

Refer when a decision needs medical advice: an absence likely to run beyond four weeks, repeated short absences, a fit note saying the employee may be fit for work with changes, or before any capability decision. NICE guidance suggests discussing a referral once absence is expected to continue beyond four weeks. Tell the employee why you are referring them and what you will ask, such as a likely return date and the adjustments that would help. We arrange referrals with our own occupational health team.

Do we have to make reasonable adjustments for an employee off sick?

In Great Britain, yes, if the employee is disabled: sections 20 and 39(5) of the Equality Act 2010 require reasonable steps to avoid a disadvantage at work that is more than minor or trivial. Under section 6 of the Equality Act 2010, disability means an impairment whose adverse effect on normal day-to-day activities is more than minor or trivial and long-term, and Schedule 1 to the Equality Act 2010 treats 12 months as long-term. Adjustments can include a phased return or changed duties. Northern Ireland has its own disability law.

Can we dismiss an employee on long-term sick leave?

It can be fair, as a last step. In Great Britain, capability, which section 98 of the Employment Rights Act 1996 defines to include health, is a potentially fair reason, and the dismissal must still be reasonable in the circumstances. Before deciding, get current medical advice, meet the employee, and look at adjustments and other work. In Great Britain, a disabled employee's dismissal must also be justified under section 15 of the Equality Act 2010. Northern Ireland has its own rules. Anna Chadwick can take you through each stage.

ABSENCE MANAGEMENT

Absence Management Services that protect your business and treat people fairly

For employers handling short-term sickness patterns, long-term absence, or employees slipping off the radar - structured guidance through every stage.

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What's included in this service

Absence Management Services for UK employers covering short-term patterns, long-term sickness, return-to-work processes and occupational health referrals. Structured guidance, documented decisions, and correspondence drafted for you - so absence is managed fairly, legally, and without drifting unchecked.

What We Deliver

What's included in this service

Diagnose what's driving absence

We review trigger points, patterns and your current absence policy against current employment law. You leave with a clear read on short-term patterns, long-term cases, and which employees need a formal process started.

One clear, prioritised action plan

A documented plan covering the correct process for each case - welfare meetings, formal reviews, occupational health referrals, or capability - with every letter, invitation and outcome document drafted for you before each stage.

Stay with the case until it's resolved

Unlimited phone and email support through review meetings, OH reports, reasonable adjustments and capability proceedings. Return-to-work interviews templated, manager guidance on hand, and 30 days of post-resolution cover.

HOW WE DELIVER

From first call to delivered

Three steps. Clear ownership. No surprises.

DISCOVERY

Tell us what you need

We listen first. Your people, the case in front of you and what's already in place. Then we recommend the right service, not the biggest one.

DELIVERY

An expert does the work

An HR consultant with hands-on experience of cases like yours does the work. Practical, not theoretical. Everything done properly the first time.

OUTCOME

Clear deliverable you can act on

A plan or set of documents with prioritised actions, not a tick-box document. Plus 30 days of email support so you can move on it with confidence.

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Choose how to start

Two ways to work with Opus

Book a one-off service for a specific need, or take on a partnership for ongoing support. Either way, the work gets done by the same team.

One-off service

Book a service

For a specific need - a single project, document set, or advisory deliverable with a clear outcome.

Delivered by an experienced HR consultant

Bespoke to your people and policies, not templates

Clear report with prioritised actions

30 days of email support after delivery

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Ongoing partnership

HR Services Partnership

Ongoing HR support at a fixed monthly fee. For businesses that want HR off their plate, not on their to-do list.

Named HR consultant who knows your people

Fixed monthly fee, from £75 a month

Can be part of an Opus Safety Partnership

Employment law updates and policy refreshes

Unlimited phone and email support

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Not sure which fits? Speak to a consultant - no commitment required.

Industries

HR support across your sector

Builders Merchants

Builders Merchants

Saturday trading and yard staff. Employee relations advice that fits the way a merchant yard works.

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Warehousing & Logistics

Warehousing & Logistics

Peak-season hiring, agency workers and drivers you rarely see in person. Contracts that cover peak-season starters, and disciplinaries that account for staff on the road.

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Manufacturing & Engineering

Shift patterns, agency staff and production schedules. Absence management that fits the rota, and disciplinary processes that work across shifts.

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Garden Centres

Seasonal staffing, weekend rotas and a workforce that runs from experienced horticulturists to Saturday staff. Contracts that flex with the seasons.

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Metal Stockholders

Yard crews, HGV drivers and fabricators across indoor and outdoor sites. Contracts that cover overtime and call-out patterns, and capability cases where fitness for the job matters.

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Childcare & Nurseries

Rotas built around staff ratios, and a team of qualified practitioners and apprentices. Absence cover and conduct cases handled with the ratios in mind.

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