7.
SICK PAY
7.1
You may be entitled to Statutory Sick Pay (SSP) if you satisfy the relevant statutory requirements. Qualifying days for SSP are Monday to Friday, or as set out in your employment contract. The rate of SSP is set by the government in April each year. No SSP is payable for the first three consecutive days of absence. It starts on the fourth day of absence and may be payable for up to 28 weeks. If you are not eligible for SSP or if your SSP entitlement is coming to an end we will give you a form SSP1 telling you the reasons.
7.2
Any employer and employee pension contributions will continue subject to the relevant scheme rules during any period of company sick pay or SSP.
8.
SICK LEAVE AND HOLIDAYS
8.1
If you become sick or injured while on annual leave such that you would be unfit for work you may ask us to treat the period of incapacity as sick leave and reclaim the annual leave. If you are on sick leave you may choose to cancel any pre-arranged annual leave that would otherwise coincide with your sick leave. You should notify your manager as soon as possible that you wish to do this. If your period of sick leave extends into the next holiday year, or if there is not enough time left in the current holiday year to make it practicable to take your remaining holiday entitlement, you can carry any unused holiday entitlement over to the following leave year to be used within three months of your return to work. Any annual leave not taken within 24 months of the end of the holiday year in which it accrues (whether or not you have returned to work) will be lost.
8.2
8.3
9.
KEEPING IN CONTACT DURING SICKNESS ABSENCE
9.1
If you are absent on sick leave you should expect to be contacted from time to time by your line manager in order to discuss your wellbeing, expected length of continued absence from work and any of your work that requires attention. Such contact is intended to provide reassurance and will be kept to a reasonable minimum. If you have any concerns while absent on sick leave, whether about the reason for your absence or your ability to return to work, you should feel free to contact your line manager any time.
9.2
10.
MEDICAL EXAMINATIONS
10.1
We may, at any time in operating this policy, require you to consent to a medical examination by a doctor nominated by us (at our expense).
10.2
You will be asked to agree that any report produced in connection with any such examination may be disclosed to us and that we may discuss the contents of the report with our advisers and the relevant doctor.
11.
RETURN-TO-WORK INTERVIEWS
11.1
If you have been absent on sick leave we will arrange for you to have a return-to- work interview with your line manager.
11.2
A return-to-work interview enables us to confirm the details of your absence. It also gives you the opportunity to raise any concerns or questions you may have, and to bring any relevant matters to our attention.
11.3
Where your doctor has provided a certificate stating that you "may be fit for work" we will usually hold a return-to-work interview to discuss any additional measures
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