What Is Sick Leave?
1. Employee Wellbeing & Mental Health — Human Touch HR Solutions
Understanding sick leave is essential for employers who want to support employee wellbeing and remain compliant with UK employment law. From managing short-term absences to navigating long-term conditions and return-to-work plans, employers have a responsibility to treat their workforce fairly, consistently and in line with legal obligations.
This guide explains what sick leave is, when it applies, the differences between short- and long-term absences, and how employers can manage these situations properly. You’ll also find practical advice on entitlements, policy development and how Human Touch HR Solutions, led by Gill Etherington (MCIPD), can support your business with expert HR guidance.
2. Sick Leave Explained
Sick leave is an authorised absence from work due to illness, injury or a health-related condition. It allows employees to recover without the fear of losing their job or income. Sick leave protects both the individual and the business by promoting wellbeing and reducing presenteeism.
In the UK, eligible employees are legally entitled to Statutory Sick Pay (SSP), and some employers provide enhanced occupational sick pay schemes. All employers must clearly communicate sick leave entitlements and procedures as part of responsible HR management.
3. When Do Employees Take Sick Leave?
Employees may request sick leave for many health-related reasons. Understanding these reasons helps employers create a culture of empathy, support and legal compliance.
Common examples include:
Minor illness: colds, flu, migraines, stomach bugs
Mental health: stress, anxiety, depression, burnout
Musculoskeletal issues: back pain, strains, mobility limitations
Medical appointments: hospital tests, GP visits, treatments
Pregnancy-related issues: morning sickness, antenatal appointments, complications
Recognising these legitimate reasons helps prevent unfair assumptions and supports employee wellbeing.
4. Short-Term vs Long-Term Sick Leave
Short-term absences usually last a few days to a couple of weeks.
Employees can self-certify up to seven days; after that, a GP fit note is required.
Employers should monitor patterns and provide support where needed, such as return-to-work meetings or wellness check-ins.
5.Long-Term Sick Leave
Long-term sick leave typically applies when an employee is off work for four weeks or more due to a serious condition.
Employers should maintain regular contact, arrange occupational health assessments and create phased return-to-work plans.
Some conditions may qualify as disabilities under the Equality Act 2010, requiring reasonable adjustments and additional legal protection.
6.How Many Sick Days Are Employees Allowed?
There is no legal limit on the number of sick days per year.
However, employees may receive SSP for up to 28 weeks, if eligible.
SSP begins after four consecutive sick days (including weekends).
Employers may offer enhanced sick pay but can never offer less than SSP.
Clear sick pay entitlements must be stated in employment contracts and handbooks.
7.How to Manage Sick Leave Requests
Effective absence management is vital for performance, culture and employee wellbeing. Employers should maintain accurate records, communicate clearly and follow fair procedures.
Expert HR support can prevent compliance issues and ensure sensitive cases are handled correctly.
To help manage sick leave effectively, employers should:
1. Create a Sick Leave Policy
A strong policy should outline:
Reporting procedures
Notification deadlines
Entitlement to sick pay
When medical evidence is required
Clear policies ensure fairness and set consistent expectations for the whole organisation.
2. Request Medical Evidence When Needed
Employees can self-certify the first seven days.
For absences longer than this, employers can request a GP fit note.
Being consistent helps prevent misuse while maintaining trust in genuine cases.
3. Understand Sick Leave Entitlements
Employees who meet SSP requirements must receive it.
If your business offers enhanced sick pay, this must be clearly documented.
4. Manage the Return-to-Work Process
Return-to-work interviews help employees reintegrate smoothly and allow employers to assess whether adjustments or phased return plans are required.
This is an essential part of promoting wellbeing and maintaining legal compliance.
8.How Human Touch HR Solutions Can Support Employers
Sick leave can be complicated—but you don’t have to manage it alone.
Human Touch HR Solutions, led by Gill Etherington (MCIPD), provides expert HR support to help employers manage sickness absence compliantly, sensitively and effectively.
We can assist with:
Writing or updating your sick leave policy
Managing short-term and long-term absence cases
Supporting return-to-work plans
Ensuring legal compliance and preventing risk
Providing wellbeing advice and HR best practice
For professional HR support tailored to your business, get in touch today.
📞 +44 7733 373517
📩 gill@humantouchhrsolutions.co.uk
