Sickness Absence Triggers — What's Reasonable for a Small Business?

What are sickness absence triggers?

Absence triggers are pre-set points where you review attendance. They are not automatic punishment. They are a prompt to:

• check what's going on

• consider support/adjustments

• decide whether formal steps are needed

Examples of common trigger points

SMEs often use triggers such as:

• 3 episodes of sickness absence in 6 months

• 10 working days’ sickness in 12 months

• A pattern (e.g., Mondays/Fridays)

What's “reasonable” for a small business?

A small business may feel absence more sharply than a large employer, but you still need fairness and consistency.

A reasonable approach usually includes:

• RTW interviews after every absence

• A simple trigger policy that prompts review

• A supportive meeting when triggers are hit

• Adjustments where appropriate

• Clear documentation

• What's a fair trigger?

  A simple, consistent trigger is usually best, for example, 3 episodes in 6 months or 10 days in 12 months. The key is that you apply it consistently and use it to start a supportive review, not an automatic sanction.

• What an employee refuses to discuss their health issues?

  You can't force disclosure, but you can explain why you're asking (support and safe working). Focus on what they can do at work, what adjustments might help, and what evidence you need to manage attendance fairly.

• When should I get an occupational health expert involved?

  Consider it when absence is ongoing, recurring, or you need clarity on fitness for work and adjustments. For SMEs, even a GP fit note plus a structured review can help, but OH can be useful where uncertainty remains.

• Can I dismiss for sickness absence?

  Potentially, but it's high-risk. You'd usually need evidence, consultation, consideration of adjustments, and a fair process. Get advice if disability may be involved or if the absence is long-term.