Welcome to another HR podcast round-up! Our HR consultancy treats more emergencies, including an extramarital affair between two male coworkers that escalated into severe stalking, whether falling for a phishing scam constitutes gross negligence for a Senior Finance Officer, and a discussion on whether the ‘sick note culture’ has gone too far.

Our latest HR:ER stories include:

Has ‘Sick Note Culture’ Gone Too Far?

The HR Emergency:

GPs working in the NHS routinely write sick notes for patients they have not seen, according to doctors.

Family doctors admit that 95% of requests for time off are approved after an email request without further assessment. Sick notes are rarely denied, with some doctors claiming they are “too scared to refuse them”.  One GP from the North of England stated that they often approve requests without knowing the patient to avoid confrontation.

We Diagnose:

• What factors have contributed to the rise in “sicknote” culture? Are GPs handing sick notes too easily?

• How can HR differentiate between genuine health concerns and abuse of sick leave policies?

• How long should employees be given for long term sick leave? Can an employer remove an employee on sick leave?

• How do HR handle an employee on long-term sick leave?

Emergency Measures To Stop Your Business From Its Own HR Emergency:

Empathy is crucial in this context. It’s not like handling a disciplinary issue; we’re inviting people to meetings they might fear, potentially stressing them about their job security. We must be supportive in these meetings and balance our contact with them.

Contrary to the misconception, we can contact employees on sick leave, but we must avoid excessive communication to not hassle them. It’s important to update them on workplace developments, such as redundancy processes or promotion opportunities, and to invite them to meetings about their sickness absence. HR can arrange staged meetings and refer employees to occupational health to request a specialist assessment. The goal of this capability process is to find ways to support the employee’s return to work, not to force them back.

Should Relationships Be Allowed in the Workplace? An Extra Marital Affair That Turned Into Stalking

The HR Emergency:

Matt came to the office in tears, revealing an extramarital affair with Ben. The affair was uncovered when a staff member caught them in a storeroom and informed Ben’s wife.

Ben has since ended the affair, but Matt has not accepted this and continues to bombard him with love graphic letters, change shifts to be with him, and make disturbing phone calls to him and his wife.

We Diagnose:

• Are workplace affairs considered inappropriate conduct?

• What are the dangers of workplace stalking that HR should be aware of?

• In cases of workplace stalking, do HR typically intervene, or is it primarily handled by law enforcement?

• What policies and procedures should be in place to moderate workplace relationships?

Emergency Measures To Stop Your Business From Its Own HR Emergency:

Review and update your policies regularly. They might have been drafted in the 90s when it was acceptable to pat your secretary on the bottom. It should never have been acceptable in the 90s and it shouldn’t ever be.

Ensure your policies are up-to-date, distribute them, and confirm everyone has read them. Additionally, require employees in workplace relationships to disclose them to HR to prevent abuse of power, favouritism, or potential misunderstandings, such as mistaking a consensual relationship for sexual harassment.

Is Losing £50K of Company Money to a Scam Gross Negligence?

The HR Emergency:

The Finance Director fell for a phishing scam and mistakenly paid over £50,000 of company money. Later, she realised it was a scam after verifying with the accountants and informed the CEO.

Efforts to stop the payment failed, and the police, bank, and IT are now involved due to a virus infection in the computer system. The email showed clear signs of fraud, including an incorrect address and poor grammar.

We Diagnose:

• With AI getting more sophisticated, are scams becoming harder to spot? What types are becoming more common?

• What is classed as gross negligence in the context of company cyber fraud? Does this employee’s job as a financial advisor affect his responsibility?

• In the event of an employee’s negligence leading to financial loss for the company, what legal responsibilities do HR bear?

• Are there insurance policies or risk management strategies HR can put in place to mitigate the financial impact of cyber fraud?

Emergency Measures To Stop Your Business From Its Own HR Emergency:

During new employee onboarding, HR must clearly communicate company cybersecurity requirements, including the use of two-factor authentication. Given the rapid pace of technology, we should be reviewing our cybersecurity policies quarterly instead of annually.

Furthermore, regularly update staff on the latest phishing scams to ensure they remain vigilant and informed.

Are You Ready To Make Your Workplace Disaster-Free?

As we wrap up this HR:ER round-up, we hope these real-life scenarios and emergency measures help to save your business from its own emergency. If you’re seeking guidance on any of these topics, don’t hesitate to reach out for expert employment advice from our experienced advisors and lawyers!

If you enjoyed this episode, please leave us a review. For your own HR emergency, email us at HRER@hroes.co.uk or reach out directly, and we’ll treat it for you. Don’t forget to subscribe below!