Sickness Absence Review (Short- & Long-Term)
€150–€190
Reviewed by Occupational Health physician
Confidential, evidence-based process
Practical recommendations for HR and managers
- Clarifies medical issues affecting attendance and work capacity
- Provides impartial advice on fitness for duties or adjustments
- Supports HR with structured documentation for absence management
- Helps reduce unnecessary long-term absence and related costs
Who are you?
Select your role to proceed with the appropriate referral form
Absence Reviews Made Simple
Employee absence—whether short-term but frequent, or long-term and complex—can present challenges for managers and HR. Our Sickness Absence Review service gives employers clear, independent guidance on an employee’s health, likely return-to-work timescales, and reasonable adjustments required. This helps protect employee wellbeing while ensuring compliance with fair procedures and health and safety standards.
Employer Referral
HR/line manager requests a sickness absence review.
Employee Questionnaire
Worker completes a confidential form providing health and treatment details.
OH Consultation
An Occupational Health physician speaks with the employee where needed.
Independent Report
HR receives a structured, work-focused report with clear recommendations
We aim to deliver reports promptly, usually within the same working day of consultation. Where further medical information is required, we will keep communication open with the employer.
What’s Included?
Independent review of absence, treatment and prognosis
OH consultation with the employee (if required)
Advice on fitness to work, restrictions and timescales
Guidance on adjustments or phased return-to-work plans
Structured report for HR/management use
What’s Not Included?
Emergency or acute medical care
Treatment or therapy (referrals suggested if needed)
Decisions without employee involvement or consent
When Should Employers Use This Service?
When absences are frequent or exceed 4 weeks
If clarity is needed on fitness to return or remain at work
To assess whether adjustments or redeployment may help
To ensure compliance with absence and capability policies
When HR needs impartial evidence for fair decision-making
Frequently Asked Questions
Employers (HR or line managers) initiate the referral. Employees must be informed and consent to the process.
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