We’re often asked about phased returns to work, and what this means for employees’ pay packets.
Suzanne Pipe, Employment Lawyer at Vista gives us a run-through of whether employers need to pay employees in full, or just for the hours that they work when on a phased return.
Check the Contract
The first port of call when considering anything pay related is to check the employees’ contract. Establish whether they are entitled to company sick pay or whether their entitlement is limited to statutory sick pay.
Think about Incentives
If an employee is entitled to company sick pay for the foreseeable, and you offer them a phased return to work on reduced hours and consequently reduced pay, there may be less of an incentive to return to work. Offering full pay (which they would be getting if they remained out of the workplace on sick leave) with a phased return to work may provide this incentive.
If on the other hand the employee isn’t entitled to company sick pay, or they have exhausted their sick pay entitlement, you just need to pay them for the hours that they actually work. The benefit of them getting back into the workplace should be highlighted and a phased return to work encouraged as a way for the employee to build back up to their full working hours were possible.
This blog is part of a series focussed on managing ill health. Check out the other frequently asked questions and the answers from our lawyers here.
The content provided in this blog is for illustration purposes only and does not of itself constitute legal advice. It is your responsibility to ensure that these blogs are used in the correct context. Where tailored legal advice or further guidance is required it should be sought from a member of the Vista team.