For periods of incapacity that start from 17 December 2021 until 26 January 2022, there is a temporary increase to the number of days during which employees are not required to provide medical evidence of sickness absence for statutory sick pay purposes from seven days to 28 days.
As well as continuing to deal with workplace issues caused by the coronavirus pandemic, there will be many other important employment law developments for HR to grapple with in 2022. What does HR need to do to meet its obligations and prepare for the coming year?
Use this medical reports flowchart to obtain a medical report on an employee's health or medical condition, to apprise yourself on their health or medical condition.
Consultant editor Darren Newman discusses the changes to the statutory sick pay system brought about by the coronavirus pandemic, and suggests the current crisis may well result in a full review of the system.
In TSN v Hyvinvointialan Liitto Ry; AKT v Satamaoperaattorit Ry, the European Court of Justice (ECJ) held that, in the absence of domestic legislation or collective agreements to the contrary, workers on sick leave are not entitled to carry over any paid annual leave over and above the EU minimum of four weeks.
A model letter to confirm what has been agreed following an informal long-term sickness absence return-to-work meeting (also known as a "return-to-work interview").