As a manager, what do you do to follow up on sick employees?

Being a manager involves dealing with a number of challenges, and one of the most important is dealing with sick employees in an empathetic and effective way. When an employee falls ill, it's not only a personal challenge for them, but it can also affect the team and the organization's productivity.

Here are some important guidelines for how you as a manager can handle the follow-up of sick employees in a way that is supportive, fair and effective.

• Communicate early and often

The first step in dealing with a sick employee is to establish good communication. As soon as you become aware that an employee is ill, you should get in touch to show care and offer support. Keep the dialog open and encourage the employee to inform you about changes in their health situation. This will help build trust and create a safe atmosphere for the sick employee.

• Respect your privacy

When communicating with a sick employee, it's important to respect their privacy. You are not allowed to collect details about their illness unless they are willing to share the information. At the same time, make sure you are aware of any legal requirements and rights that apply to sick leave in your jurisdiction.

• Facilitate flexibility

As a manager, you should be willing to adapt the work situation for the sick employee. This could mean offering home office options, adjusting working hours or even facilitating a gradual return to work. The aim is to support the employee in maintaining a healthy balance between work and health.

• Inform the rest of the team in a sensitive way

It's important to balance the employee's right to privacy with the team's need for information. You should inform the team about the employee's absence without revealing confidential details about their health. This can help reduce uncertainty and rumors in the organization.

• Develop a sick leave policy

Ensure that the organization has a clear and fair sickness absence policy that describes procedures for reporting sickness, requirements for medical certificates and rights and obligations for both employer and employees. This provides clarity and predictability in handling cases of illness.

• Offer support and resources

As a manager, it's your responsibility to offer support and resources to the sick employee. This could include information about health insurance benefits, access to occupational health services or help coordinating a return to work.

Download the guide on 7 things that slow down your business when you don't follow up on sick leaveand understand how to manage the challenges that come with it.

Read about our sickness absence management solution here.