Case study 2: Managing employees with progressive illness
The manager reported the employee was absent from work and the manager needed help, as they did not have any knowledge of how HIV affects people. Employee was off due to a HIV related infection.
How Minty & Friend helped
- Minty & Friend interviewed the employee to assess the situation.
- The employee found that delivery duties were difficult because of his impairment.
- He was aware that personal information regarding his health condition was not always stored securely.
- Minty & Friend developed and informed the manager of reasonable adjustments necessary for the employee to come back to work; this included advice on delivery rounds and the use of an assistant, when operationally possible.
- Minty & Friend recommended how to store sensitive health information in line with the Data Protection Act.
- Minty & Friend also advised the manager how to manage disability related absences and non-disability related absences, how to distinguish between the two and ensure compliance with the DDA.
- The employee came back to work and positively reported that he felt supported.
- Minty & Friend alerted the manager that the condition is progressive and so further issues may occur. Minty & Friend advised how they could deal with them and suggested the manager could come back to Minty & Friend for further advice.
Benefits to the client
- Cost saving by reducing management time taken up by situation.
- Policy advice on DDA, DPA and absence was given.
- The Employee was able to return to work.
- Cost saving from having the employee back at work and not having extra costs to pay out.
- Improved morale and efficiency throughout the colleagues involved in the case.
Added value
- Reduced risk of DDA tribunal.
- Reduced risk under Data Protection Act.
- Protection of brand and reputation.
- This case being used as an example of best practice by the client at a CIPD conference.
