# LONG-TERM SICKNESS AND ABSENCE POLICY
Date: 15 April 2029
Parties: Westhaven Housing Association and its employees
## 1. Purpose of this policy
This policy applies to employees of Westhaven Housing Association, 4 Civic Terrace, Exeter EX1 1LF, from 15 April 2029. It is a non-contractual procedure guide and does not reduce statutory sick pay, equality, disability or dismissal protections.
## 2. Scope and definitions
An employee absent for seven calendar days or fewer should self-certify; longer absence requires a fit note as soon as reasonably practicable. The employee should contact the line manager before the normal start time unless illness prevents it, using a nominated contact where necessary.
## 3. Operating rules
The manager will agree proportionate welfare contact, normally every two weeks, respecting medical privacy. Westhaven may request an occupational-health report with informed consent, explaining the questions asked and sharing only necessary information. Refusing consent will not automatically be treated as misconduct.
## 4. Consent and controls
Meetings will explore likely duration, functional restrictions, treatment, a phased return and reasonable adjustments under the Equality Act 2010. Options may include altered hours, equipment, amended duties, home working or redeployment, subject to evidence, business needs and consultation.
## 5. Retention and security
If absence remains prolonged, Westhaven will review medical evidence, alternatives and the likely effect on service users. A capability meeting will give written concerns, reasonable notice, a right to be accompanied under the applicable policy and an opportunity to respond. No fixed absence trigger automatically ends employment.
## 6. Rights and enquiries
A decision may be to continue support, set review dates, or dismiss with notice as a last resort after fair consideration. The employee may appeal in writing within 10 working days. Occupational sick pay, SSP eligibility and holiday accrual are governed by the contract and law in force.
## 7. Review and publication
Records are kept securely and shared on a need-to-know basis. Employees may raise a grievance or data query with HR and may seek ACAS or independent advice. HR reviews this policy annually and after relevant legal change.