Understandably an employee who is on long term sick leave and taking their annual holiday might make some employers raise their eyebrows, after all if they are well enough to take annual leave, why can’t they return to work?
Not quite, employees on long term sick leave are entitled to take annual leave and there are a multitude of reasons why an employee might be on long term sick leave from work and this does not impact their ability to use their accrued annual leave.
Some key points to consider:
- Employees on sick leave continue to accrue holiday in line with the Working Time Directive.
- If company policy is that holiday cannot be carried over into the following year, it is not lawful to enforce this onto employees on long term absence, they must be entitled to carry it over.
- Even though employees are entitled to take annual leave, as an employer you are not able to force employees to take it whilst on sick leave nor are you able to tell them that if they don’t use it they will lose it on their return.
As an employer you have a duty of care to your employees so it is important to consider their rights in this situation. Think about the reasons why they may be taking their annual leave, rather than presuming this is indicative of them being well enough to return to work.
One key reason that employees might want to use some of their accrued leave during their absence is financial necessity. Whilst some employers are able to offer benefits to their employees such as Income Protection or Critical Illness, a large majority, particularly small to medium sized business, are not able to. For this reason and depending on the employer and the length of the absence, they may no longer be on company discretionary sick pay, but on statutory sick pay and beyond the 28 weeks of statutory sick pay, be living on no pay at all. Taking annual leave, which is paid at their usual salary rate, can be a financial necessity at a difficult time.
Other reasons for employees taking leave might be to reduce the amount they have in preparation of a return to work, or they may need to take annual leave for their own well being. Taking annual leave doesn’t necessarily mean that they are going abroad or taking a wild holiday!
As an employer, it can be beneficial for the employee to take some of their accruing annual leave whilst on long term sickness:
- It can help improve the well being of the employee – financially and psychologically.
- Allowing leave to be taken during extended periods of absence, will reduce the amount that they will be entitled to when they return to work, which would then therefore reduce them needing to take more time out of the business for holiday.
- If the employee decided to leave the company, any accrued leave not taken would need to be paid out and depending on the length of the absence, this could be a substantial sum of monies to be paid at one time.
- Remember, there is no real reason for refusing annual leave and doing so could potentially put an employer under breach of contract (for lack of trust and confidence), as they have no valid reason for declining leave, as they can not claim operational reasons.
Whilst we acknowledge that employers generally want to encourage employees to return to work, they should also support them to improve their well being.
One way to ensure clarity for all parties, is to have comprehensive annual leave and sickness policies, which need to be reviewed regularly to ensure legal compliance.
If you would like further HR advice on handling long term absence get in touch with HR Revolution:+44 203 538 5311 or email: firstname.lastname@example.org or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.
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