Branch Secretary Weekly Message Monday 10th August 2026

Monday 10th August

Weekly Blog – Speaking Truth too Power – Sickness Absence

Sickness absence can become complicated very quickly. A few days off, a return-to-work meeting, then suddenly a manager is talking about review stages and attendance targets.

 

My message this week is simple. Contact UNISON early. Do not wait until you are worried that your job may be at risk.

 

Tell us when your health is affecting your work

You do not need to wait until you are signed off sick before contacting UNISON.

 

Speak to us if your health is affecting your attendance, your performance or your ability to carry out parts of your job. This includes physical health, mental health, stress, a disability or a long-term health condition.

 

The Council’s own policy says managers should support staff, discuss health problems sensitively and consider appropriate adjustments. That might include changes to duties, hours, equipment, workload or working arrangements.

 

The earlier these issues are raised, the better the chance of support being put in place before matters become more serious.

 

This guide relates to Barnet Council employees. Staff employed by schools may be covered by a separate policy adopted by their governing body, so school members should contact us for advice about the procedure that applies to them.

 

Know the basic sickness reporting rules

Employees are expected to notify their manager on the first day of sickness, normally within one hour of their usual start time or earlier where possible.

 

You should agree how you will keep in contact during your absence. If you are off for more than seven calendar days, including weekends and bank holidays, you must provide a fit note covering the absence.

A return-to-work meeting should normally take place after every period of sickness absence. The discussion should be private. Your manager should make a written note, place it on your personnel file and give you a copy.

Read that note. Check that it is accurate. Challenge anything which is wrong or misleading.

 

The Council’s review point is three periods of sickness absence or eight days of cumulative absence within a rolling twelve-month period, adjusted for part-time staff. Reaching that point does not automatically mean formal action. The manager should consider the circumstances and what support may be needed.

 

Occupational Health should be used properly

Occupational Health can be useful, but the referral needs to ask the right questions.

 

The Council normally seeks an employee’s consent before making a referral. Occupational Health advice is advisory. It does not make the management decision.

Before agreeing to a referral, ask to see the questions being sent. They should focus on matters such as whether you are fit to work, whether your condition may be work-related, what adjustments may help and whether a phased return is appropriate.

 

A poor referral can produce a poor report. A report based on incomplete or inaccurate information can then be used in meetings about your employment.

The procedure also says managers should have an up-to-date Occupational Health report before arranging a formal meeting or hearing. Contact UNISON before the referral is submitted, particularly if your health problems involve workplace stress, bullying, an accident at work or an ongoing grievance.

 

Do not attend formal meetings alone

The procedure has three review stages.

Stage 1 is described as an informal review. It may include an attendance target and a further review period.

Stage 2 is a formal review meeting. Medical evidence, Occupational Health advice, adjustments, phased returns and possible redeployment should be considered.

Stage 3 is the final formal review. At that stage, the Council may say that continued employment is at risk. Possible outcomes can include medical redeployment, ill-health retirement or dismissal.

 

Members have the right to be represented by UNISON at formal meetings. You may also ask to be accompanied at an informal review meeting, although the policy does not give the same automatic right.

 

Do not wait until Stage 3 before asking for help. By then, decisions may already have been made and opportunities to challenge poor management or secure adjustments may have been missed.

If you receive a letter inviting you to an absence review meeting, contact the Barnet UNISON office straight away. Send us the invitation, the absence record, any Occupational Health reports and any correspondence from your manager.

 

Sickness absence procedures are supposed to support employees. They should not become a conveyor belt towards dismissal.

 

Keep records. Ask questions. Get advice early.

best wishes
John Burgess
Branch Secretary
Barnet UNISON