Comprehensive Sickness & Absence Case Management
Medigold Clinicians know that their role is to advise our client and not to simply “protect” the employee. Clearly we have a duty of care to all employees but we know that our reports need to be robust and effective. We aim to give the facts about a particular case in a clear and concise manner and in plain English. We also attempt to give didactic advice on every case and aim to ensure that the advice is relevant to the particular role of the individual and the ethos of the client. We do not allow “fence sitting” from our clinical staff!
Medigold use both Occupational Health Physicians and Advisors in our sickness and absence management service. We operate a system of early intervention in sickness and absence cases and ask that cases be referred to us within four weeks.
As a guide, please see below some of the issues that Medigold Clinicians regularly address when compiling a sickness and absence referral medical report:
- Nature of the illness/condition;
- Whether there is an underlying medical condition;
- Whether the sickness absence is likely to improve;
- Whether NHS / Private treatment is appropriate and work with GP’s / Specialists to enhance or accelerate appropriate treatment;
- Recommended work restrictions and their duration;
- Effect of illness or disability on ability to perform the employer’s given tasks;
- Implication of health and safety legislation;
- Implication of Disability Discrimination Act 1995 and whether the employee is covered under the Disability Discrimination Act (DDA) and any necessary adjustments that may be required under the Act;
- Fitness for the role and any reasonable adjustments which need to be made (if any);
- Likelihood of return to work with reasonable timescales;
- Ability of the employee to provide regular and effective service for the future;
- Date on which any case may need to be reviewed;
- Advice on avoidance of potential litigation e.g. Employment Tribunal and EL issues;
- Advice on potential tertiary referrals if required;
- Specific advice for particular employment risks, e.g. stress and work pressure;
- Provision of support to the employee (stress management, bullying etc);
- Advice on eligibility for early ill health retirement in accordance with the relevant pension scheme;
- Providing advice on the eligibility of former employees for deferred pension benefits;
- Providing advice to Managers on attendance management;
- Cases where criteria for termination through incapability are met
