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Does sick day affect probation?

Probation period extended by new managerIs it acceptable or normal to request accommodations due to coworkers being sick around you?Can quitting during probation be viewed as negative by future employersIt seems as though my employer wants me to come into work when I'm ill. Am I missing something?Am I compelled to take sick days?Probation Period UKDismissed long after probation periodEmployer is trying to fire me after I have resignedProbation period extendedDoes attending an appointment at a hospital count as sick leave for the purposes of a contract that pays for sick days?

1 Answer
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This is a question for your manager. If you caught something contagious, you'd be protecting the company by taking a few days off and not spreading it; but it sounds like your issue is stress related.

Pro tip: When you look at other examples, take a few moments to compile notes on what you find. You'll start building a knowledge base which will become amazingly handy in the future, for you and other potential future hires. It'll also work wonders for your image, especially when the documentation culture tends to anarchy.

It's always a good idea to ask your manager how things are going and if you're meeting expectations, especially when you're new. Your success is your manager's success, and his job is help you do that. Asking how taking a day off or two will be perceived is perfectly pertinent.

Can taking sick leave be a reason for my termination

<IANAL>

Gov.uk states:

Sometimes an employee may have to stop working because of long-term ill health. They may resign, or you may have to consider dismissing them

[...]

If the employee can’t do their job because there are no reasonable adjustments that can be made, it may be fair for you to dismiss them, even if they’re disabled

This is clearly written for cases where the employee cannot perform their duties due to long-term illness, and no reasonable accommodation can be made for them (ie. not your case).

</IANAL>

---

tl;dr Ask your manager

share|improve this answer

edited Feb 5 '18 at 11:14

answered Feb 5 '18 at 11:06

rathrath

24.3k1616 gold badges7676 silver badges118118 bronze badges

• 
  
  
  

  
  2
  

  
  
  
  
  
  

  
  
  How do you imagine this conversation going? What makes you think an employer who has decided to dismiss an employee for such a potentially litigious reason as illness will actually tell their employee that?
  
  – Lilienthal♦
  Feb 5 '18 at 12:19
  

  
  
  
  


• 
  
  
  

  
  

  
  
  
  
  
  

  
  
  @Lilienthal I assume the employer is reasonable and will act so. I don't imagine the manager will be very happy, but if he knows what he's doing he'll work with OP to manage each other's expectations, workload, etc. If it's policy to fire people for anything less than a hospital visit, he can warn the OP. We require that you bring a doctor's note, or similar bureaucratic stuff should also be communicated.
  
  – rath
  Feb 5 '18 at 14:23
  
  

  
  
  
  


• 
  
  
  

  
  1
  

  
  
  
  
  
  

  
  
  OP's first paragraph certainly doesn't make me think their manager is reasonable or even competent. How to approach this subject with a manager would be a question all on its own since there are good and terrible ways of bringing this subject up. You'd come at it from the perspective "I feel terrible that I'm having to take so much sick leave so early and I know it's affecting my work but this isn't normal for me and I want to do what I can to mitigate the impact." Not: "You can't fire me for taking sick leave, right?"
  
  – Lilienthal♦
  Feb 5 '18 at 14:33
  
  

  
  
  
  

add a comment
 | 

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0

This is a question for your manager. If you caught something contagious, you'd be protecting the company by taking a few days off and not spreading it; but it sounds like your issue is stress related.

Pro tip: When you look at other examples, take a few moments to compile notes on what you find. You'll start building a knowledge base which will become amazingly handy in the future, for you and other potential future hires. It'll also work wonders for your image, especially when the documentation culture tends to anarchy.

It's always a good idea to ask your manager how things are going and if you're meeting expectations, especially when you're new. Your success is your manager's success, and his job is help you do that. Asking how taking a day off or two will be perceived is perfectly pertinent.

Can taking sick leave be a reason for my termination

<IANAL>

Gov.uk states:

Sometimes an employee may have to stop working because of long-term ill health. They may resign, or you may have to consider dismissing them

[...]

If the employee can’t do their job because there are no reasonable adjustments that can be made, it may be fair for you to dismiss them, even if they’re disabled

This is clearly written for cases where the employee cannot perform their duties due to long-term illness, and no reasonable accommodation can be made for them (ie. not your case).

</IANAL>

---

tl;dr Ask your manager

share|improve this answer

edited Feb 5 '18 at 11:14

answered Feb 5 '18 at 11:06

rathrath

24.3k1616 gold badges7676 silver badges118118 bronze badges

• 
  
  
  

  
  2
  

  
  
  
  
  
  

  
  
  How do you imagine this conversation going? What makes you think an employer who has decided to dismiss an employee for such a potentially litigious reason as illness will actually tell their employee that?
  
  – Lilienthal♦
  Feb 5 '18 at 12:19
  

  
  
  
  


• 
  
  
  

  
  

  
  
  
  
  
  

  
  
  @Lilienthal I assume the employer is reasonable and will act so. I don't imagine the manager will be very happy, but if he knows what he's doing he'll work with OP to manage each other's expectations, workload, etc. If it's policy to fire people for anything less than a hospital visit, he can warn the OP. We require that you bring a doctor's note, or similar bureaucratic stuff should also be communicated.
  
  – rath
  Feb 5 '18 at 14:23
  
  

  
  
  
  


• 
  
  
  

  
  1
  

  
  
  
  
  
  

  
  
  OP's first paragraph certainly doesn't make me think their manager is reasonable or even competent. How to approach this subject with a manager would be a question all on its own since there are good and terrible ways of bringing this subject up. You'd come at it from the perspective "I feel terrible that I'm having to take so much sick leave so early and I know it's affecting my work but this isn't normal for me and I want to do what I can to mitigate the impact." Not: "You can't fire me for taking sick leave, right?"
  
  – Lilienthal♦
  Feb 5 '18 at 14:33
  
  

  
  
  
  

add a comment
 | 

0

This is a question for your manager. If you caught something contagious, you'd be protecting the company by taking a few days off and not spreading it; but it sounds like your issue is stress related.

Pro tip: When you look at other examples, take a few moments to compile notes on what you find. You'll start building a knowledge base which will become amazingly handy in the future, for you and other potential future hires. It'll also work wonders for your image, especially when the documentation culture tends to anarchy.

It's always a good idea to ask your manager how things are going and if you're meeting expectations, especially when you're new. Your success is your manager's success, and his job is help you do that. Asking how taking a day off or two will be perceived is perfectly pertinent.

Can taking sick leave be a reason for my termination

<IANAL>

Gov.uk states:

Sometimes an employee may have to stop working because of long-term ill health. They may resign, or you may have to consider dismissing them

[...]

If the employee can’t do their job because there are no reasonable adjustments that can be made, it may be fair for you to dismiss them, even if they’re disabled

This is clearly written for cases where the employee cannot perform their duties due to long-term illness, and no reasonable accommodation can be made for them (ie. not your case).

</IANAL>

---

tl;dr Ask your manager

share|improve this answer

edited Feb 5 '18 at 11:14

answered Feb 5 '18 at 11:06

rathrath

24.3k1616 gold badges7676 silver badges118118 bronze badges

• 
  
  
  

  
  2
  

  
  
  
  
  
  

  
  
  How do you imagine this conversation going? What makes you think an employer who has decided to dismiss an employee for such a potentially litigious reason as illness will actually tell their employee that?
  
  – Lilienthal♦
  Feb 5 '18 at 12:19
  

  
  
  
  


• 
  
  
  

  
  

  
  
  
  
  
  

  
  
  @Lilienthal I assume the employer is reasonable and will act so. I don't imagine the manager will be very happy, but if he knows what he's doing he'll work with OP to manage each other's expectations, workload, etc. If it's policy to fire people for anything less than a hospital visit, he can warn the OP. We require that you bring a doctor's note, or similar bureaucratic stuff should also be communicated.
  
  – rath
  Feb 5 '18 at 14:23
  
  

  
  
  
  


• 
  
  
  

  
  1
  

  
  
  
  
  
  

  
  
  OP's first paragraph certainly doesn't make me think their manager is reasonable or even competent. How to approach this subject with a manager would be a question all on its own since there are good and terrible ways of bringing this subject up. You'd come at it from the perspective "I feel terrible that I'm having to take so much sick leave so early and I know it's affecting my work but this isn't normal for me and I want to do what I can to mitigate the impact." Not: "You can't fire me for taking sick leave, right?"
  
  – Lilienthal♦
  Feb 5 '18 at 14:33
  
  

  
  
  
  

add a comment
 | 

This is a question for your manager. If you caught something contagious, you'd be protecting the company by taking a few days off and not spreading it; but it sounds like your issue is stress related.

Pro tip: When you look at other examples, take a few moments to compile notes on what you find. You'll start building a knowledge base which will become amazingly handy in the future, for you and other potential future hires. It'll also work wonders for your image, especially when the documentation culture tends to anarchy.

It's always a good idea to ask your manager how things are going and if you're meeting expectations, especially when you're new. Your success is your manager's success, and his job is help you do that. Asking how taking a day off or two will be perceived is perfectly pertinent.

Can taking sick leave be a reason for my termination

<IANAL>

Gov.uk states:

Sometimes an employee may have to stop working because of long-term ill health. They may resign, or you may have to consider dismissing them

[...]

If the employee can’t do their job because there are no reasonable adjustments that can be made, it may be fair for you to dismiss them, even if they’re disabled

This is clearly written for cases where the employee cannot perform their duties due to long-term illness, and no reasonable accommodation can be made for them (ie. not your case).

</IANAL>

---

tl;dr Ask your manager

share|improve this answer

edited Feb 5 '18 at 11:14

answered Feb 5 '18 at 11:06

rathrath

24.3k1616 gold badges7676 silver badges118118 bronze badges

share|improve this answer

edited Feb 5 '18 at 11:14

answered Feb 5 '18 at 11:06

rathrath

24.3k1616 gold badges7676 silver badges118118 bronze badges

answered Feb 5 '18 at 11:06

rathrath

24.3k1616 gold badges7676 silver badges118118 bronze badges

answered Feb 5 '18 at 11:06

rathrath

24.3k1616 gold badges7676 silver badges118118 bronze badges