Managing sickness absence is one of the more sensitive and challenging areas of people management. Behind every fit note or period of absence is an individual with their own circumstances, challenges, and support needs. Employers must often balance compassion for employee wellbeing with the practical demands of running a business.
Following a recent webinar attended by Sarah Flett, HR Consultant at Gravitate HR, we are sharing a GP perspective on employee health and wellbeing, and what this means for employers managing sickness absence in practice. Hosted by MFMac Legal and presented by Dr Sigi Joseph and Dr Jane Catley, co-founders of The Doctor Explains, the session explored workplace sickness, mental health and the important role employers can play in creating healthier, more supportive working environments. Below, we highlight some of the key takeaways for employers.
Look at the Person, Not Just the Process
One of the clearest messages from the session was that there is no one-size-fits-all approach to managing sickness absence.
While policies and procedures provide an important framework, every absence should be considered on its own merits. Two employees with similar health conditions may experience very different challenges and require different forms of support. Effective absence management often starts with asking the right questions, listening carefully, and being prepared to adapt your approach as circumstances evolve.
Wellbeing Doesn’t Have to Mean Big Initiatives
Formal wellbeing programmes have their place, but workplace culture can have an even greater impact on employee wellbeing.
Employers can make a significant difference by creating an environment where employees feel comfortable discussing concerns or seeking support when they are struggling. Practical measures such as reviewing workloads, encouraging breaks, and offering flexible working arrangements can often have a meaningful effect.
Managers also play a crucial role in setting expectations. If leaders regularly work late, skip breaks, or send emails outside normal working hours, employees may feel pressure to do the same. Healthy workplace habits are often shaped from the top down.
Don’t Wait for Things to Reach Crisis Point
Both GPs emphasised the importance of early intervention when health concerns become apparent.
By identifying issues early and having supportive conversations, employers may be able to prevent problems from escalating into longer periods of absence. Small, reasonable adjustments, agreed at the right time, can often make a significant difference. Changes in behaviour, increased absence levels, withdrawal from colleagues, or difficulties managing workloads can all be indicators that an employee may benefit from additional support.
The Benefits of Occupational Health Guidance
GPs rightly focus on a patient’s health and wellbeing. However, they may not always have detailed knowledge of an individual’s day-to-day role, workplace environment, or the practical adjustments that could be implemented within a specific organisation.
This is where Occupational Health can provide real value. Occupational Health professionals offer tailored advice that considers the employee’s role, working environment, and the operational needs of the business. Comprehensive management referrals, combined with Occupational Health input, can help facilitate a smoother return to work, support sustainable attendance, and ensure employees receive the assistance they need.
How Gravitate HR Can Help with Absence and Employee Wellbeing
At Gravitate HR, we work closely with employers to navigate absence management, provide practical wellbeing guidance, and ensure that people-focused solutions are balanced with business needs. When employees feel supported and have the tools to look after their health and wellbeing, businesses can benefit from greater engagement, improved attendance, and a healthier workplace culture overall.
If you need advice or would like some more information, please contact your account manager or book a free 20 min call – Gravitate HR with no obligation.
