Holiday abuse risks can be avoided with simple employer planning
A recent European court decision means that an employee who claims to be sick whilst on holiday is entitled to have that period treated as sickness. Thus when they return from their holiday they can demand replacement holiday entitlement, even thought the employer may know nothing about the sickness.
Whilst most employees are not expected to misuse this ruling, it is inevitable that some will; potentially causing cost and logistics problems for the employer, and resentment amongst other staff.
However according to UKBA, employers can easily avoid this situation by the implementation of a good sickness policy. This can be a simple single-page document that puts the onus on the employee to properly report sickness.
Patrick Chamberlain, an HR and employment specialist in UKBA said “A good sickness policy is very easy to implement, but more difficult to introduce in hindsight when employees are misusing the system. This simple step can eliminate many difficulties for companies and prevent holiday sickness abuse. We recommend that prevention is better than having to look for a cure”.