Fit For Work – Is It Fit For Purpose?

According to a 2014 report by the Office of National Statistics, in 2013, 131 million working days were lost due to sickness absence in the UK. Although this represents a slight decline in numbers, it still remains disproportionately high. Successive governments have recognised this issue and have sought to take steps to assist employers. In 2010, the traditional GP's note was replaced with a 'Statement of Fitness for Work'. The idea behind the statement was rather than an employee simply being deemed unfit for all work, GP's were forced to consider alternative options to help an employee back to work such as phased returns, amended duties, altered hours and workplace adaptations. For 2015, the Government has now launched a new Fit for Work ("FFW") Scheme with a view to assisting employers and employees with long-term sickness absence issues.

What is the FFW?

FFW offers employers and employees free health and work advice through a website and telephone line. However, the primary benefit is a free referral to an occupational health assessment scheme.

The referral is available to employees who:

have been absent from work for four or more weeks have a reasonable likelihood of making at least a phased return to work have not been referred for a FFW assessment within the last 12 months and have not received a Return to Work ("RTW ") Plan; and have provided written consent to the referral. Employees will normally be referred by their GP but employers can also make a referral after four weeks of absence.

How does it work?

Employees will be contacted within two working days of a referral by their GP or their employer. They will usually receive an assessment by an occupational health professional over the telephone. If a face to face assessment is necessary, this will take place within five working days of this judgment being made.

The assessment will seek to identify all potential obstacles preventing the employee from returning to work (including health, work and personal factors) and involve agreeing a plan designed to enable a safe and sustained return to work.

The RTW Plan will reflect the assessment and provide advice and recommendations for interventions to help the employee return to work more quickly. However, employers need to be aware that they can only see the RTW...