The changes set out below aim to address the current situation whilst ensuring employees
remain eligible for sick pay, normally full sick pay for 6 months and half pay for a further 6
months.
In addition to the measures set out below, we will establish a Joint Working Group (JWG),
with an agreed Terms of Reference, to review the causes and cost of absence with the aim
of introducing a sustainable and supportive plan to improve attendance. It is understood
there are a combination of factors contributing to levels of sick absence, and it will take a
number of different solutions to improve the situation. This will cover all areas put forward by
either party including bullying & harassment, grievance, mental health, neurodiversity, the
Equality Act, and occupational health.
Sick pay from 1st August 2023 will be as follows:
The first period of an employee’s sick absence in a 12-month rolling period would be paid in
line with normal sick pay entitlements under the sick pay policy . For employees in the first
12 months of employment, this is statutory sick pay. After 12 months, this is normally full
pay for six months followed by half pay for six months; and
From the second and any subsequent period of absence in a 12-month rolling period, the
employee would receive the equivalent to statutory sick pay for:
- • the first two days of the second absence;
• the first four days of the third absence;
• the first three days of the fourth and any subsequent
set out above.
These changes will apply to any sickness absences from 1st August 2023.
The JWG will monitor absence rates on a 6-monthly basis from 1st August 2023. If absence
rates fall on average below 5.5% over a 6-month period, then Royal Mail will re-instate the
previous sick pay arrangements. Equally if the absence rates are at or above 5.5% across
the 6-month period, then the approach above will be re-instated. All information relating to
this process will be shared with CWU on a regular basis.
6.4.2 Attendance Standards
New Attendance Standards will be introduced on 1st August 2023.
The new Attendance standards attached at Appendix 6 will be 3 absences or 12 days over
12 months at each stage (a rolling 12-month period for attendance review 1).
There will also be changes to the attendance process. When an employee returns to work
following a period of sickness absence, their manager will hold a Welcome Back Meeting to
discuss the absence and understand whether any further support is required. As part of this
approach, Welcome Back Meetings continue to be an important part of the Attendance
Procedure. However, they will also be used by managers to decide whether an absence will
‘count’ towards the Attendance Standards. Managers will continue to have discretion over
which absences are deemed to count, taking into account mitigating factors (e.g. equality act
absences).
The JWG will resolve within the next 3 months any issues relating to the future role and
application of Welcome Back Meetings, Attendance Reviews and the migration of employees
from the former standards to the new approach outlined above.
6.4.3 Leaving Royal Mail through Ill Health (LTBIH)
Where employment with Royal Mail comes to an end due to ill health and the employee
meets the criteria for LtBIH with lump sum, they would receive a fixed compensation
payment of 16 weeks’ compensation. In addition, the employee will receive a payment in lieu
of notice and a payment in lieu of any accrued but untaken annual leave.
This change will apply to ill health compensation payment authorised on/after 1st August
2023.
In conjunction with the overall success of this agreement RMG and CWU share a joint
ambition to continue to provide industry leading sick pay and ill-health provision for all
