Please could anyone help with the following?
Employee one: returned to work after long term sick leave on a fit-note with reduced hours. Their salary has been reduced accordingly and they have used holiday entitlement to “bump up” the salary as the holiday pay remains unaffected.
Employee two: who is frequently off work (> 6 times a year) with a recurring back problem for periods ranging from a week at a time to one month is on reduced hours (4hours a day) but full pay.
Employee three: Off for about 2 to 3 months at a time but returns to work without a fit note (> once a year). They still finish early and attend regular (twice weekly) medical sessions amounting to as many hours as the reduction covered by Employee one’s fit note hours. (I.e. they spend > 7.5 hours away from the Company which is equivalent to the reduction in hours on E1’s fit note)
Employee one was off for 7 months, so by the time they returned to work their sick pay from the Company had been reduced to half pay (this kicks in after 6 months).
Employee’s two and three never reach the 6 month point as their sickness leave is for shorter but more frequent spells.
How can employee one challenge this?
