Mm-hmm

...

this is something that has really grown over the last few years.

Um, she, um, was...

This was actually during her probationary period, which was six months.

Um, so she wasn't actually employed at the council for very long.

Um, and she had an informal meeting where some comments were made about her ADHD and how it was affecting, um, her work, I would say.

Okay.

So what happened then?

Well, there's been numerous changes that have happened and I think dental practices really need to look at their employment contracts and their policies and procedures to ensure that they've incorporated these changes into those documents.

The first of these changes is the change to statutory sick pay.

So first of all, I would say that in my experience of acting for many dental practices, it's very rare that we now come across contractual sick pay.

So whereby the dental practice will pay an enhanced rate over and above the statutory sick rate to somebody who has absence from work.

What we're talking about here is a change to that statutory sick pay rate.

So before April, we were in a position where I do believe in my role as a business owner and as an employment solicitor that the provision whereby you have to wait three days before you received any statutory sick pay did act as a deterrent to prevent people from taking absence from work.

What other areas do we need to think about in terms of employment?