Overview

Refer to the Management of Sickness Absence Policy and Guidance

Employees absent from work owing to illness will be eligible, to receive sick pay in accordance with the following scale

  • during the first year of service – one month's full pay and one months' half pay.
  • during the second and third years of service – two months' full pay and two months' half pay.
  • after completing three years of service – three months' full pay and three months' half pay in any 12 month period

Sick pay will be limited to a maximum of six months' pay in the four year period preceding the date of the commencement of the absence.

The calculation date will be the first day of the current absence.

In the event of employment coming to an end, eligibility to sick pay ceases from the last day of employment. Sick pay is calculated on the basis of basic pay. Full pay needs to be inclusive of any statutory benefits (so as not to make sick pay greater than normal working pay). The combined addition of incapacity benefit to half pay must not exceed full pay.

Sickness for any reason resulting from an accident at work will not count for the employee's sickness and absence record, however, the period taken will be recorded as a separate sickness due to industrial injury once it has been proven the injury is a direct result of an accident in the workplace.

An employee on authorised absence with reduced pay or no pay because of an injury or disease wholly or mainly attributable to their employment may qualify for Temporary Injury Allowance (TIA). TIA is subject to income tax and National Insurance deductions. Entitlement to TIA is decided by the claimant's employer. Applications for TIA should be made by the employee to their line manager. In the event that a claim is rejected an appeal against any decision can be referred to the Public Sector Pensions Authority.