Short-term sickness absence

Look at the pattern, not an invented duration

Short-term sickness absence describes one or more brief periods of sick leave. It has no single statutory cut-off. An employer's policy may distinguish it from long-term absence for reporting and support, but should state the convention it uses instead of presenting that convention as law.

Record dates and reasons accurately enough to spot repeated short absences, while restricting health information to people who need it. The Acas guidance on recording absence recommends looking at patterns and possible work-related causes, not simply counting days.

A short return-to-work conversation can confirm that the person is fit to return, check whether support is needed and correct the absence record. Ask open questions. Do not demand medical detail that is unrelated to work or make a diagnosis.

Repeated short absences can have different explanations: separate illnesses, a long-term or fluctuating condition, treatment, disability-related absence, pregnancy-related sickness, work-related stress or a workplace problem. The right next step depends on what the discussion shows.

Apply review points consistently

If an attendance policy uses an absence trigger, explain when it starts a review and how managers will consider individual circumstances. Check for agreed adjustments and relevant protected circumstances before relying on the raw total.

Support may include an occupational-health question, a temporary workplace change or an adjustment to the trigger. Where no health or equality issue explains an unsatisfactory pattern, the employer may need to use its capability or conduct procedure. Keep that later decision separate from the initial record and conversation. A clear sequence gives a small employer evidence without turning every short illness into a formal case.