Workers leaving: the basics

Long-term absences

There are a number of things to consider when workers go on long-term absences. Reasons for a long-term period of absence may include the following:

• Maternity/adoption/parental leave, for which special rules apply - see our guide on maternity, paternity and adoption - an overview.
• Career breaks, sabbaticals and secondments.
• Ill-health - ask the cause of any illness. If it is related to the workplace, you can take action to make any necessary adjustments, to help those off sick to return to work. See our guide on how to manage absence and sickness.

Draw up the arrangements for any long-term absences carefully. Consider what happens both during the worker's absence and when they return to work.

Things that could be agreed in advance include:

• the length of the period of absence
• salary (if any), holidays and benefits - career breaks, for example, are usually unpaid while sabbaticals or secondments may be paid
• how you will treat pension contributions
• whether the absence period counts as continuous service - but note that continuity is defined by law and is not solely subject to agreement
• arrangements for staying in touch with the worker, including keeping them up to date on events and opportunities such as job vacancies 

It is also a good idea to consider how you will cover the workload while they are away. For example, you could redistribute the work to other workers, train a replacement, take on agency or fixed-term contract staff, or sub-contract the work.

Subjects covered in this guide

• Introduction
• The process to follow when a worker leaves
• Notice periods
• Providing references
• Contractual matters when employment ends
• Long-term absences

 

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