Absence and sickness
If you are unable to work due to illness, you should make every effort to inform a member of the team, including likely duration if possible. If this changes, you should notify the company at the earliest possible opportunity.
Employees must submit time for sick leave against ‘Illness’ in the “Health and Sickness” project - these may be reviewed at Members meetings. The sick leave policy also covers diagnostic and recovery appointments as needed and should be logged as ‘Health appointments’ in the 'Health and sickness' project.
Proof of sickness
You may be required to provide supporting evidence of any persistent illnesses. Any sick days may form part of any discussion relating to the fulfilment of any obligations or roles.
You may be asked to provide a doctor’s ‘fit note’ (sometimes called a ‘sick note’) if you’re off sick for more than 7 days in a row (including non-working days).
Sick leave and holiday
Statutory holiday entitlement is built up (accrued) while you are off work sick (no matter how long you’re off).
Any statutory holiday entitlement that isn’t used because of illness can be carried over into the next leave year. If you are ill during your holiday, you can take it as sick leave instead.
You can ask to take your paid holiday for the time you’re off work sick.
Agile Collective will pay your full wages for the first 4 weeks of sickness per annum, after which we pay the statutory sick pay. Extensions to the period of full pay are at the discretion of the Membership.
Return to work discussions
When you return from work from any absence (excluding holidays) the People Circle may hold a discussion with you on the first day of your return to work or as soon as reasonably practicable after that.
Agile Collective will consider changes to your working conditions if you have a disability. These changes are known as ‘reasonable adjustments’ and may include working shorter hours or adapting equipment you use at work.
If you are off work sick for more than 4 weeks you may be considered long-term sick. A long-term sick employee is still entitled to annual leave.
Other necessary absences
Whilst the specific items already listed (“sick note” and “mental health”) are the main types of leave which would get requested, this is not expected to be a definitive list, and we want to ensure that there is an understanding that Agile Collective will do what it can to help each other, whilst still running a business.
Other situations we already account for
- “Family Friendly” Leave
- “Special” Leave
There will of course be other reasons that requests are made, but the hope is that they will in some way be included with the other policies, possibly with a discussion to fine tune the requirements.
For example the Menopause would likely have a mixture of “Sick note” and “mental health” leave required. But also some discussions around “Reasonable adjustments for workers with disabilities or health conditions”. If more time/assistance was needed, a discussion with members of the people circle should be requested as soon as possible, to ensure stress and wellbeing does not deteriorate due to our poor communication.
Time off for mental health
We acknowledge that mental health is as important as physical health. If you feel that you are suffering from mental distress, (or that you are worried that a colleague is) we encourage you to talk to a member of the People Circle, or ask someone you trust to do so on your behalf.
The People Circle will meet with you and make a plan of action which might involve:
- Immediate time off (sick leave)
- Deferred time off (as holiday, TOIL or sick leave)
- Re-arrangement of work conditions or duties
When time is taken off as sick-leave, we strongly encourage a visit to the GP or a suitable health professional.
We will discuss with you how to manage communications with the rest of the company. On your return we will meet with you and make a “back to work” plan to support you.