Originally Posted by Mick

Large employers try to wrangle out of paying sick leave and have Absence Management procedures in place. There is also the 'Three days' waiting rule where if an employee is sick for 3 days or less, they simply don't get paid at all. So there is some kind of 'Burden' free practices in place for those people who take the occasional 'Sickie' day.

Most employers have also adopted interesting Absence Management and monitoring. Ever heard of the 'Bradford Factor' ? Where if you cross a threshold after a number of episodes of absence then, you are taken down a number stages that eventually leads to dismissal.

Of course Employers have to be careful and not to prejudice or discriminate against those people who are disabled. Whose disability might temporarily incapacitate them and they take the odd period of sick leave here and there.

The DDA (Disability Discrimination Act 2005), now actually known as the Equality Act post 2010, prevents employers from simply dismissing employees because they have a disability. This doesn't necessarily stop a company from firing a disabled person, they could still do this under 'Capability' but have to show they took steps to make reasonable adjustments.

Originally Posted by Osem

Very interesting.