Illness and medical issues are an unavoidable aspect of managing any workforce, and handling them properly is both a legal obligation and a practical necessity. In an outsourcing arrangement, the responsibility for managing sick leave sits with the outsourcing firm as the legal employer, though the client must also understand their obligations as the host workplace. At Bestcare Manpower Services, we manage sick leave carefully and compassionately.
Most jurisdictions provide workers with a legal entitlement to paid sick leave — either from their employer or from a social security scheme. In Kenya, for example, the Employment Act provides for paid sick leave after a defined period of service. In the UK, Statutory Sick Pay applies after a waiting period. Bestcare ensures that all workers receive their full statutory sick pay entitlement, and we administer any applicable social security sick pay schemes on their behalf.
Workers who are ill must notify Bestcare as early as possible on the first day of absence, using the contact method specified in their employment documentation. They must also notify the client’s site supervisor or contact if they are unable to attend work. Bestcare then notifies the client of the absence and begins the process of arranging cover if required.
For absences beyond a defined period — typically three to seven days depending on local law — workers must provide a medical certificate from a registered healthcare provider. Bestcare’s sick leave policy sets out these requirements clearly, and workers are informed of them at onboarding so there is no ambiguity about what is expected.
One of the practical advantages of working with an outsourcing firm is that we can arrange cover for sick workers relatively quickly. Where the client requires continuous coverage and the role cannot be left unfilled, Bestcare activates our replacement procedures to deploy a suitable substitute.
Where a worker is absent for an extended period due to illness or injury, Bestcare manages the situation in accordance with the applicable statutory framework: maintaining contact with the worker, exploring phased return options, seeking medical evidence, and, where necessary and appropriate, following a process that may ultimately result in termination on grounds of incapacity. Throughout, we treat the worker with dignity and ensure that any process followed is fair, documented, and legally compliant.