Management of Sickness Absence Policy #NGH-PO-031

(1)

Management of Sickness Absence Policy

#NGH-PO-031

Business Area Person Responsible

Human Resources Sarah Kinsella

Created Last Review

18th December, 2013 18th December, 2013

Status Next Review

Complete n/a

Screening Data

Name, job title, department and telephone number of the person completing this Equality Impact Assessment

Sarah Kinsella, Corporate HR Officer, HR, 5770

What is the title and number of this policy/procedure/guideline?

Management of Sickness Absence Policy NGH-PO-031

What are the main aims, objectives or purpose of this policy/procedure/guideline?

The purpose of this Policy is to provide managers with clear guidelines when managing either short term or long term sickness absence and other absence in connection with sickness.

The policy has been developed to foster a culture whereby all employees see it as their responsibility to attend work on a regular basis. This said it is accepted that it is inevitable that employees will be absent from work from time to time due to ill health and/or injury.

This policy is designed to ensure a consistent approach and support for employees who due to ill health and/or injury fail to meet reasonable required standards of attendance at work and to ensure compliance with the requirement of any relevant employment legislation including the Equality Act 2010.

Who is intended to benefit from this policy/procedure/guideline?

This policy applies to all employees of Northampton General Hospital NHS Trust, excluding bank workers, agency staff, volunteers and contractors.

Is this a Trustwide, Directorate only or Department only policy/procedure/guideline?

Trustwide

Who is responsible for the implementation of the policy/procedure/guideline?

HR & Managers

Recommend this EA for Full Impact Analysis?

Yes

(2)

Low

Impact Assessment Data

What data has been utilised to evidence the decisions regarding the impact this policy/procedure/guideline will have on the different equality strands/groups?

ACAS (2013). ACAS: Discipline and Grievances at Work Guide [online] London. ACAS. Available from http://www.acas.org.uk/index.aspx?articleid=2179 [Accessed 1 August 2013]

Access to Medical Reports Act 1988 (c.28) London. HMSO Data Protection Act 1998 (c.29) London. HMSO

Equality Act 2010 (c.15) London. HMSO

Department of Health (2013). NHS Constitution: the NHS belongs to us all [online] London. Gov.uk. Available from https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/170656/NHS_Constitution.pdf [Accessed 1 July 2013]

GOV.UK (2013). Holiday Entitlement Guide [online] London. Gov.uk. Available from https://www.gov.uk/holiday-entitlement-rights [Accessed 1 August 2013]

NHS Business Services Authority (2012). NHS Pensions Scheme [online] NHSBSA. Available from: http://www.nhsbsa.nhs.uk/pensions [Accessed 1 August 2013]

NHS Employers (2013). Accrual of statutory annual leave and sickness [online] London. NHS Employers. Available from

http://www.nhsemployers.org/EmploymentPolicyAndPractice/UKEmploymentPractice/Pages/AccrualofStatutoryAnnual LeaveonLongtermSickLeave.aspx [Accessed 24 September 2013]

NHS Employers (2013). Maintaining High Professional Standards in a Modern NHS [online] London. NHS Employers. Available from

http://www.nhsemployers.org/EmploymentPolicyAndPractice/disciplinary-procedures/Pages/NewDisciplinaryProcedures-Overview.aspx [Accessed 1 August 2013] NHS Employers (2013). NHS Injury Allowance [online] London. NHS Employers. Available from

http://www.nhsemployers.org/PayAndContracts/NHS-Injury-Allowance/Pages/NHSInjuryAllowance.aspx [Accessed 1 August 2013]

NHS Employers (2013). NHS Terms & Conditions of Service Handbook: amendment number 29, pay circular (AforC) 3/2013. (2013). Available from:

http://www.nhsemployers.org/SiteCollectionDocuments/AfC_tc_of_service_handbook_fb.pdf [Accessed 1 August 2013]

Northampton General Hospital NHS Trust (2012) Alcohol, Drugs or Other Substance Misuse in the Workplace. NGH-PO-037. Northampton. NGHT

Northampton General Hospital NHS Trust (2011) Annual Leave & Public Holiday Entitlements. NGH-PO-562. Northampton. NGHT

Northampton General Hospital NHS Trust (2011) Disciplinary. NGH-PO-028. Northampton. NGHT

Northampton General Hospital NHS Trust (2012) Employment of People with a Disability. NGH-PO-120. Northampton. NGHT

Northampton General Hospital NHS Trust (2013) Injury Allowance. NGH-PO-659. Northampton. NGHT Northampton General Hospital NHS Trust (2012) Maternity, Adoption and Paternity Leave. NGH-PR-127. Northampton. NGHT

Northampton General Hospital NHS Trust (2011) Stress Management. NGH-PO-108. Northampton. NGHT Office for Disability Issues (2010). Equality Act 2010 Guidance: guidance on matters to be taken into account in determining questions relating to the definition of disability [online] London. ODI. Available from

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The Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995 SI 1995/3163 London. HMSO

Does the policy/procedure/guideline have a negative adverse impact (i.e. could it disadvantage), or does it have a positive impact (i.e. contribute to promoting equality or equal opportunities) or does it have no impact on the following equality strand/group - AGE?

Positive impact

This policy is applicable to all staff regardless of age.

Analysis shows that the highest % of staff off sick is 46-50 age range and the lowest % of staff off sick is the 16-20 and 66-70 age ranges. This is consistent with the Trusts age range profile.

If you have indicated a negative impact, is that impact lawful (i.e. it is not discriminatory under anti-discrimination legislation)?

If you have indicated a negative impact, is that impact intended?

What actions or changes can be taken to minimise or improve the negative impact? NB: If appropriate, complete the Action Box to ensure any recommended actions or changes are recorded for completion?

Does or could the policy/procedure/guideline have a negative adverse impact (i.e. could it disadvantage), have a postive impact (i.e. contribute to promoting equality or equal opportunities) or have no impact on the following equality strand/group - DISABILITY?

Positive impact

This policy is applicable to all staff regardless of disability.

Analysis shows that the highest % of staff off sick are not disabled and the lowest % of staff off sick are disabled. This is consistent with the Trusts disability profile.

Does the policy/procedure/guideline have a negative adverse impact (i.e. could it disadvantage), or does it have a positive impact (i.e. contribute to promoting equality or equal opportunities) or does it have no impact on the following equality strand/group - GENDER?

Positive impact

This policy is applicable to all staff regardless of gender.

Analysis shows that the highest % of staff off sick are female. This is consistent with the Trusts gender range profile.

(4)

Does the policy/procedure/guideline have a negative adverse impact (i.e. could it disadvantage), or does it have a positive impact (i.e. contribute to promoting equality or equal opportunities) or does it have no impact on the following equality strand/group - HUMAN RIGHTS?

Positive impact

This policy is does not impact on individuals human rights.

Does the policy/procedure/guideline have a negative adverse impact (i.e. could it disadvantage), or does it have a positive impact (i.e. contribute to promoting equality or equal opportunities) or does it have no impact on the following equality strand/group - RACE?

Positive impact

This policy is applicable to all staff regardless of race.

Analysis shows that the highest % of staff off sick are white and the lowest % of staff off sick are mixed. This is consistent with the Trusts race profile.

Does the policy/procedure/guideline have a negative adverse impact (i.e. could it disadvantage), or does it have a positive impact (i.e. contribute to promoting equality or equal opportunities) or does it have no impact on the following equality strand/group - RELIGION OR BELIEF?

(5)

This policy is applicable to all staff regardless of religion or belief.

Analysis shows that the highest % of staff off sick Christians and the lowest % of staff off sick are Islams. This is consistent with the Trusts religion and belief profile.

Does the policy/procedure/guideline have a negative adverse impact (i.e. could it disadvantage), or does it have a positive impact (i.e. contribute to promoting equality or equal opportunities) or does it have no impact on the following equality strand/group - SEXUAL ORIENTATION?

Posititve impact

This policy is applicable to all staff regardless of sexual.

Analysis shows that the highest % of staff off sick are hetrosexual and the lowest % of staff off sick are gay. This is consistent with the Trusts sexual orientation profile.

Does the policy/procedure/guideline have a negative adverse impact (i.e. could it disadvantage), or does it have a positive impact (i.e. contribute to promoting equality or equal opportunities) or does it have no impact on the following equality strand/group - SOCIOECONOMIC?

Positive impact

This policy is applicable to all staff regardless of socio economic status.

(6)

Does the policy/procedure/guideline have a negative adverse impact (i.e. could it disadvantage), or does it have a positive impact (i.e. contribute to promoting equality or equal opportunities) or does it have no impact on the following equality strand/group - TRANSGENDER?

Positive impact

This policy is applicable to all staff regardless of transgender status. The Trust does not record transgender data.

What consultation has taken place with representatives from the equality groups and stakeholders and what has been the feedback?

Trustwide consultation

How will any gaps in consultation be addressed?

Organisation Sign-off Data

If the policy is implemented what is the potential risk of it having an adverse effect on equality?

Low Risk - probably will not have an adverse effect on equality

If the policy is implemented what is the potential of it having a positive effect on equality and relations?

High Potential - highly likely to promote equality of opportunity and good relations

If the potential for risk or positive effect occurred what would be the potential number of people it effected?

A large number of people would be affected

Based on the answers to questions 1 - 3 will this policy promote equality and diversity?

Yes

Do you have any additional comments or observations about the policy?

How will the results of the Equality Impact Assessment will be published?

On the internet

Have you completed any Action Boxes with recommended actions or changes for completion?

(7)

If 'Yes' please print off an action plan report along with a copy of the Equality Impact Assessment report to the policy/procedure/guidelines owner, and record below who it has been sent to

If 'No' please print off a copy of the Equality Impact Assessment report to the policy/procedure/guidelines owner, and record below who it has been sent to

Please give details of the monitoring arrangements

As per the policy

Management of Sickness Absence Policy #NGH-PO-031