Support people. Protect continuity.
Manage sickness and absence fairly, consistently and confidently.
Dekela helps employers respond to frequent, long-term and complex absence while balancing employee wellbeing, legal duties and the operational needs of the business.
Clear, commercially practical HR advice
Fair absence procedures Return-to-work support Long-term case guidance Practical policy and records
Practical employer support
Good absence management combines consistency with individual care.
Absence can affect workload, morale and service delivery, but every case has its own facts. A clear policy gives managers a consistent starting point while leaving room to understand health, disability and reasonable adjustments.
We help employers keep appropriate contact, use fit-note and occupational-health information responsibly, hold constructive return-to-work conversations and decide proportionate next steps.
Get support with:
- Frequent short-term sickness absence
- Long-term health conditions
- Stress and mental-health absence
- Fit notes and occupational health
- Return-to-work and phased-return plans
- Disability-related absence and adjustments
A clear route forward
How Dekela supports you.
A proportionate process, tailored to the facts and the needs of your organisation.
- 01
Understand the pattern
Review records, policy, context and the employee’s explanation.
- 02
Talk constructively
Hold an appropriate welfare, return-to-work or review conversation.
- 03
Gather information
Use fit notes, consented medical advice or occupational health where helpful.
- 04
Agree support
Consider adjustments, a phased return, duties and review points.
- 05
Review fairly
Monitor progress and decide next steps using current evidence.
Hands-on help
A balanced approach to attendance and wellbeing.
Manager scripts and meeting support
Long-term absence case management
Return-to-work and adjustment planning
Independent fact-finding
Does the situation need a workplace investigation?
Health-related absence should not automatically be treated as misconduct. Where there is a separate concern about reporting, evidence or conduct, proportionate fact-finding can clarify the issue before any formal decision.
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Common questions
Sickness & Absence Management questions, answered.
For advice about a live situation, speak to our team in confidence.
When is a fit note required?
Employees generally need to provide a fit note when they have been ill for more than seven days in a row, including non-working days. Shorter absence can usually be self-certified.
What if a fit note says someone may be fit for work?
The employer and employee should discuss changes that could support a return, such as adjusted hours, duties, location or equipment. The appropriate arrangement depends on the role and individual circumstances.
Should disability-related absence be handled differently?
Employers may need to consider reasonable adjustments, which can include adjustments to absence trigger points or recording disability-related absence separately. Advice should be based on the individual facts.
Can long-term sickness eventually lead to dismissal?
Potentially, but only after a fair and careful process. Employers should consult the employee, consider medical information, support and reasonable adjustments, and explore return or alternative work before dismissal as a last resort.
Confidential initial conversation
Get clear advice before you take the next step.
Tell us what is happening and we’ll help you choose a fair, practical and commercially sensible route forward.