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GPs report employees having been sacked while off sick

David Woods, 15 Apr 2011

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Britain’s family doctors 'routinely' see patients who have been dismissed from their job during an illness, new research reveals.

The findings, in research conducted by Comres on behalf of Legal & General, show how some employers are struggling to manage workplace ill health and absence.

The survey also shows that 50% of GPs saw patients who have been dismissed from their job during an illness 'a few times a year'.

In five regions, more than half of GPs had seen patients in these circumstances a few times a year: 52% in the North West; 53% in the West Midlands; 56% in the South Central; 50% in Scotland and 54% in Wales.

Diane Buckley, MD of Legal & General's Group Income Protection, said: "Many employers lack the specialist resource to help rehabilitate their staff when they've been ill. They show the importance of early intervention to make sure that tailored, individual support is delivered quickly."

Dr John Delfosse, a practising GP and Legal & General's consulting medical officer, added: "Over the years, I have seen patients who unfortunately have been dismissed during a period of illness, usually occurring during the early part of their absence. Particularly it seems if they have only been with an employer for a short time.

"There is no doubt that being at work is good for your well-being and unemployment can adversely alter the course of a period of ill health. I strongly believe that with early targeted intervention, given the right expertise, this outcome can be changed returning my patients to the workplace sooner."

 

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When do you have no choice?

Keith Appleyard 15 Apr 2011

Question : if you've got an employee who'ds been off sick for over 6 months, whose Statutory Sick Pay has run out, and who shows no signs of ever being able to return to work - what do you do? Ask them to resign? Sack them for not fulfilling their contractual duties?

One sided viewpoint

Jean Challand 18 Apr 2011

This is a very one sided viewpoint. Good employers will have a stringent sickness absence management policy, which will involve many discussions with the employee, gathering information about their condition and how it affects them; requesting medical opinion from G.P's/Consultants and/or Occupational Health experts and then only when resonable adjustments and relocation and a likelihood of a return to work in the not too distant future have been exhausted, will they consider the termination of an employees contract due to ill health incapacity. Obviously G.P's may not be aware that all this goes on and just assume that employees have been written off, when this is far from the truth. A lot of hard work by managers and HR depts go on behind the scenes.

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