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Indicator - FL Memo Ltd
Tel: (01233) 653500. Fax: (01233) 647100
customer.services@indicator-flm.co.uk
www.indicator-flm.co.uk
Calgarth House
39-41 Bank Street
Ashford, Kent TN23 1DQ
VAT GB 726 598 394
Registered in England
Company Registration No. 3599719
If you agreed to an employee temporarily working in a different role on their return to work from long-term sickness absence, it will need to be reviewed after a period of time. Use our letter to confirm the outcome of that review.
Temporary redeployment
Where you agree with an employee that they can temporarily return to a different role from sickness absence, for example, as a reasonable adjustment in order to enable a disabled employee to return to work, you can use our Temporary Redeployment following Sickness Absence Letter. Remember that you will always need the employee’s consent to a temporary redeployment, and it’s preferable to get that in writing.
Review
When agreeing a temporary redeployment, you should also have agreed an anticipated end date for it, as your ultimate aim is for the employee to return to their permanent role once they’re fit enough to do so. When that end date comes around, you’ll therefore need to carry out a review with the employee, which will need to explore their current state of health, whether they’re fit enough at that stage to return to their permanent role (possibly with temporary work alterations in place, if feasible) or whether the temporary redeployment can and should be extended. Once you’ve conducted that review meeting and agreed a way forward, use our Review of Temporary Redeployment Following Sickness Absence to confirm the outcome.
Letter options
Our letter has different sections covering the following three options:
In scenarios 2 and 3, our letter also emphasises that the situation remains temporary and doesn’t constitute a permanent change to the employee’s employment contract.