Sickness Policy

Introduction

This policy outlines the procedures to be followed in cases of employee sickness absence. It aims to support employees during illness while maintaining business continuity. Manchester Animation Festival Limited doesn’t run a company sick pay scheme, but will pay Statutory Sick Pay (SSP), for more information on SSP please see https://www.gov.uk/statutory-sick-pay

Reporting Absence

Employees must inform the Finance Director and their line manager as soon as possible and by 10am on the first day of absence.
When notifying the company, you should indicate the reason for your absence and its likely duration.
For absences of up to seven days, employees can self-certify.
For absences exceeding seven days, a fit note from a medical professional is required.

Fit Note

Employees must give MAF a ‘fit note’ (sometimes called a ‘sick note’) if they’ve been ill for more than 7 days in a row and have taken sick leave. This includes non-working days, such as weekends and bank holidays. The fit note will say the employee is either ‘not fit for work’ or ‘may be fit for work’.

If it says the employee ‘may be fit for work’, employers should discuss any changes that might help the employee return to work (for example, different hours or tasks). The employee must be treated as ‘not fit for work’ if there’s no agreement on these changes.

MAF will take a copy of the fit note. The employee should keep the original.

Sick Pay

The company will pay Statutory Sick Pay (SSP) in accordance with legal requirements. Sick pay is subject to the company’s sick pay policy, which outlines eligibility criteria, payment rates, and qualifying periods.

For more information on SSP please see https://www.gov.uk/statutory-sick-pay

Long-Term Sickness

Employees who are off work sick for more than 4 weeks may be considered long-term sick. A long-term sick employee is still entitled to annual leave.

If the employee is on long-term sickness, MAF will: discuss ways that the employee can return to work – such as by working flexibly or part-time, doing different work (with training if necessary); or consult with employees about when they could return to work and if their health will improve.

Return to Work

Employees should notify their line manager of their intended return to work date.
The company may request a phased return to work or a period of occupational health monitoring if necessary.
MAF will make reasonable adjustments to accommodate employees with long-term health conditions.

Monitoring and Support

Line managers will have regular contact with absent employees to provide support and discuss their return to work.

MAF will monitor sickness absence patterns. Employees with persistent or recurring absences may be offered support or referred to occupational health.

Policy on Alcohol & Drug Abuse

Whilst MAF does not have the resources to provide or arrange treatment or offer forms of specialist assistance internally we will seek to assist the member of staff to access the appropriate help and/or treatment and will also protect their employment rights. There is a zero tolerance policy to alcohol & drug use for staff working in high risk areas or if their behaviour places other people at risk.

Disciplinary Action

Persistent or unwarranted absence may lead to disciplinary action in line with the company’s disciplinary policy. Failure to follow this procedure may render you subject to disciplinary action and may also bar you from company sick pay.