It is the policy of Hercules Site Services that we will commit to helping our employees return to work following absence and illness.

Our employees can expect that Hercules will: 

• Explain at induction stage, and as required, how the policy links in with other key company policies, training / recruitment and equal opportunities.
• Agree arrangements for recording sickness absence, as appropriate, during induction stage.
• Accommodate the provision of leave and time off to help return to work or to attend medical appointments when required as far as is reasonably practicable.
• Adhere to procedures for keeping in contact with staff on sick leave and what is expected from the employee / operative.
• Make arrangements for return to work interviews and complete a QPF 32 “Fit for Work” form
• Agree return to work plans, if appropriate and required, with any individual affected.
• Support returns to work, e.g. in the form of adjustments to the workplace or changes to systems or hours of work wherever possible and redeployment where this is necessary.
• Ensure that employees / operatives that have suffered ill health, injury or disability will be treated fairly, equally and consistently.
• Make any reasonable adjustments to retain an employee who has become disabled or whose disability has worsened, so they are not put at a substantial disadvantage in their job / role.

Where required, Hercules will work with trade union representatives, any other associated bodies (ie: Network Rail / TFL), and other employee representatives, on developing and reviewing the operation of the Return to Work Policy as appropriate, and this will be reviewed on an annual basis in line with our management review procedure.

The responsibility for the implementation of this policy lies with the CEO.

The CEO shall review this policy annually or following significant changes.