As part of a small company that has recently merged with a large Group, I’ve found that the sickness policy within the Group is not really appropriate for the number of staff.

The policy is currently discretionary sick pay and no measures in place for disciplining for absence. We have lots of sites, few HR and as you can imagine an inconsistent approach towards absence by line managers.

I’d like to implement a new policy that is much clearer for management to follow that allows for disciplining of staff probably based on Bradford Factor. I’m worried that if we get it wrong that in some cases we’ll end up disciplining people that we don’t really want to.

What system do you have in place and what levels of absence result in what disciplinary sanctions? Does it work?

Thank you
Helen Moretti