Croydon Health Services NHS Trust (CHS) has introduced a new Sickness and Attendance Management Policy (Version 3, December 2025) following a short consultation with trade unions. While UNISON provided detailed feedback and highlighted significant concerns, the Trust made only minor amendments before publishing the policy.
UNISON requested formal negotiations on the policy, but CHS declined, instead committing to further discussions with a view to making amendments if necessary. UNISON will ensure these discussions take place and will continue to lobby for changes that protect staff rights and fairness.
What’s Changed – and Why UNISON is Concerned
The new policy introduces several changes that UNISON believes could negatively impact staff. Key areas of concern include:
- Stricter Evidence Rules
- Fit Notes must now be provided within 48 hours, and retrospective overseas notes will not be accepted for Occupational Sick Pay claims.
- UNISON opposes punitive evidence requirements and the refusal of retrospective notes.
- Return-to-Work Meetings After Every Absence
- Managers must hold a formal RTW meeting after every sickness episode, with senior manager involvement if sickness occurs during annual leave.
- UNISON supports RTW conversations but wants flexibility and representation rights at all meetings.
- New Trigger Points and Monitoring
- Triggers now include part-day absences (<50%) and patterns over three years.
- UNISON opposes counting part-days and wants equality impact checks before applying triggers.
- Representation Rights Restricted
- Trade union reps are allowed only at formal stages; informal meetings require a disability adjustment.
- UNISON insists reps should be allowed at all sickness-related meetings, including RTW.
- Phased Return Capped
- Paid phased return is limited to 4 weeks (2 weeks if repeated within a year), and staff cannot work bank shifts during this period.
- UNISON supports OH-led flexibility and opposes rigid caps and blanket bans.
- Expanded Grounds for Withholding Sick Pay
- Sick pay can now be withheld for late Fit Notes, negligence, cosmetic surgery, or working elsewhere.
- UNISON believes this goes beyond Agenda for Change and could unfairly penalise staff.
- Redeployment Window Reduced
- Fixed 8-week redeployment window, and dismissal may proceed before ill-health retirement decisions.
- UNISON opposes early dismissal and supports flexible redeployment periods.
What Happens Next?
UNISON will:
- Push for formal negotiations on the policy.
- Lobby for changes that align with Agenda for Change, NHS Employers guidance, and UNISON’s model agreements.
- Support members affected by the new rules and ensure their rights are upheld.
Need Advice?
If you have concerns about how this policy affects you, contact the branch or Unison Direct via the Branch Contact Page.