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The Bradford Factor and Sickness Absence Fact Sheet

A survey conducted by the CBI and published in 2008 estimates that employee absenteeism from work cost the UK economy some £13.2 billion in 2007 and the average employee took 6.7 days off sick. This equates to a direct cost of £517 per employee and indirect costs such as reduced customer satisfaction are estimated to add another £263 per employee per year.

The Health and Safety Commission’s strategy documents have set a target of a 30% reduction in days lost through work related injury and ill health by 2010. For 91% of organisations sickness constitutes a “significant” or “very significant” business burden.

Also concerning Robinson et al-1997 determined “The longer an employee is absent from work, the lower the probability of a return to work”. Shea OH believe that it is imperative to have an affective sickness absence policy that is adopted and followed by all strata of a company.

Shea OH can help you to:

  • Develop an effective employee absenteeism policy
  • Provide Management training on sickness absence and return to work interviewing
  • Undertake sickness absence consultations and give advice on absence cases and employee fitness to work
    • Shea OH will provide a referral template to ensure we gain all the information we need to help you
    • In addition we will provide a consent form in respect of the medical reports act 1988.
    • Shea OH use a variety of methods of assessing people of sick these include:
      • Telephone consultation with the Occupational Health Nurse (OHA) and report to management regarding when the individual is likely to become fit for work if at all, their functional capability, if the condition they have is acute or chronic, if they are potentially covered by the Disability Discrimination Act and if so make recommendations if needed on potential reasonable adjustments for consideration by yourselves.
      • Alternatively we can write to the individuals GP or Consultant with their written consent and then formulate a report to managements as per above detail.
      • We can arrange an independent face to face assessment via an Occupational Health Nurse or Physician, depending on the complexity of the case.
      • In addition where employees are of long term we like to keep in contact with them and you to assist with case management.
  • Act as a case manager to aide you as the employer in early rehabilitation of employees back to work following instances of ill health
  • Advice on aspects of the Disability Discrimination Act 1995.