When you employ staff to work in your business, you will give them a specific job role to carry out. Occasionally, however, your staff will get unwell and be unable to perform their tasks. This is normal and something you get used to as an employer. It is possible that your employee could suffer a medical incapacity. This will likely have a more significant effect on your business. As such, this will require you to gain medical information about their situation. This article will explain how to manage a worker who suffers a medical incapacity.<\/p>\n\n\n\n
Your worker suffers a medical incapacity where they sustain an illness or injury which hinders their ability to continue carrying out their job. Their illness or injury means they can no longer fulfil the role you require of them. As such, your worker will likely be off work sick for some time due to this illness or injury. <\/p>\n\n\n\n
When an employee suffers medical incapacity, it is a worrying time both for them and you as their employer. Your employee will likely feel anxious and pressured about their inability and fear losing their job. Likewise, you will also feel pressure as you need their work carried out to ensure your business runs smoothly. Despite this pressure, you most likely want to manage the situation correctly and sensitively. Consequently, it is crucial you understand how to handle a worker who suffers a medical incapacity. <\/p>\n\n\n\n
If your worker suffers medical incapacity, the first point you must know is exactly what the law is in this situation. You may be mistaken in thinking that it is unlawful for you to dismiss your employee. This is not the case. You may dismiss your employee if they can no longer carry out their role due to their medical incapacity.
That said, you must be cognisant of how long you leave the role open for your employee. This is in the event that your employee has expressed their intention to return to work at a later date. <\/p>\n\n\n\n
As an employer, you will not be able to know what action to take if you are not fully aware of the medical situation. For example, you need to understand:<\/p>\n\n\n\n
To find out the above and any other information your employee is willing to give about their medical situation, you need to ensure you work with them:<\/p>\n\n\n\n
Your employment agreement may detail the approach and procedure to take. <\/p>\n\n\n\n\n\n Continue reading this article below the form\n <\/i>\n<\/a>\n