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Occupational Sick Pay Entitlement

Occupational Sick Pay Entitlements 

In accordance with Section 14 of Agenda for Change Terms and Conditions of Service, employees absent from work owing to illness will be entitled, subject to the conditions of the agreement, to receive sick pay in accordance with the scale below (see Section 12 for provisions governing reckonable service):

  • during the first year of service - one month full pay and two months half pay;
  • during the second year of service - two months full pay and two months half pay;
  • during the third year of service – four months full pay and four months half pay;
  • during the fourth and fifth years of service – five months full pay and five months half pay;
  • after completing five years of service – six months full pay and six months half pay

If an employee is absent due to ill health and their pay status is due to change to half pay or nil pay they must be advised in advance of the adjustment taking place. The Payroll department will write directly to the employee to confirm the adjustment but it should also be discussed in any Formal Absence Review meetings and noted in the outcome letter.

The entitlement for Medical and Dental staff is the same as above. Further details can be found via NHSGGC : Medical and Dental

Injury Allowance

 Line managers should be mindful in circumstances where the employee’s absence is due to a work related injury, disease or health condition that could result in them suffering a reduction in their pay.  In these circumstances the individual may be entitled to an Injury Allowance payment and in such case the line manager should discuss this with them at the earliest opportunity and refer them to the Board’s Injury Allowance Procedure. It is important that where the employee wishes to make an application for Injury Allowance that this is submitted timeously, and in advance of the individual reaching a half pay situation to avoid financial detriment.  An up to date Occupational Health assessment is required including, but not restricted to, the following questions:

  • Is the injury, disease or health condition wholly or mainly attributable to the employee’s NHS employment,
  • Does the individual suffer from a pre-existing or non work related condition which could be contributing to the current injury or health condition?