Informal Meeting

Sickness Absence Review

Before completing this form, you may want to read the WHH Absence Policy For further support on when and how to use this form, please contact People and Culture

You should download this form and save it on your computer before completing it.

Name of employee:	Job Title:
Name of manager:	Date of Meeting:	Select Date …

1. Explain reasons for meeting

Informal meeting following the last absence review OR absence trigger has been reached.

In line with the Absence Policy to apply fair and consistent practice within Wivenhoe House Hotel.

To manage impact of sickness – including that on employee, wider team and service delivery.

Absence levels are above organizational trigger points of 10 days or 4 occasions in a 12 month rolling period (pro rata if working less than 5 days a weel of less than 12 months) which cannot be sustained.

Aim to look at ways to help improve wellbeing and absence record by offer of support.

Confirm employee has read the WHH Absence Policy.

Tick to confirm the above has been explained	☐

2. Outline absence record within 12 month rolling period currently:

Working Days:	Occasions:

3. Sickness absence record since last meeting held (if applicable):

Meeting Date:	Select Date …	Working Days:	Occasions:

4. Discuss the absence record and reasons for absence

Tick to confirm the above has been explained	☐

4a. Outline underlying medical conditions and any medication / treatment:

Do absences relate to a single condition? Or could there be an underlying health issue? Is treatment effective?

4b. Other contributing / mitigating circumstances or comments:

Impact of work or home circumstances, lifestyle, is thee a pattern to the absences?

5. Possible further points for discussion and outline next actions:

Explain that current absence levels are not sustainable due to the impact on the team, the service and the Hotel.

Ask what can we do to better support them and signpost services available.

Could there be reasonable adjustments to make?

Ask them to consider what else they can do – employees have responsibility for managing symptoms, health and attendance – visit GP, lifestyle changes, support services and charities can help.

6. Possible further points for discussion and outline next actions:

Improvement made since last review – no further action	☐
Improvement made – continue to monitor for further set period	☐
Target Set	No more than:	days in	occasions in	months	☐
Referral to OH needed (to provide recommendations for reasonable adjustments)	☐
Wellbeing support offered – EAP, Online CBT, SilverCloud, wellbeing webinars & directory, coaching service, stress management resources	☐
Referral to WHH Capability procedure required – explain next steps and possible outcomes	☐

Next review date if applicable:	Select Date …

Employee and Manager Confirmation

I confirm that the information provided is correct and has been accurately recorded.
Employee Print Name:	Date Signed:	Select Date …
Employee Signed:
Manager Print Name:	Date Signed:	Select Date …
Manager Signed:
You can sign the form in a number of ways: Upload a JPEG image of your signature. Select the date signed from the drop-down calendar for both you and the employee. Then print the form, both sign it, then scan it and save it. The employee confirms by email. Save the email with this form.