Introduction to Tesco’s Sickness Policy
Introduction to Tesco’s Sickness Policy
Tesco takes the wellbeing of its employees seriously and has a comprehensive sickness policy in place to support staff when they are unwell. As a Tesco employee, understanding how this policy works is essential – not only to ensure you receive the right support and sick pay, but also to make sure you meet your responsibilities when reporting absence.
Tesco’s approach aims to balance the needs of the business with fair treatment for employees. When you’re unable to work due to illness, you are expected to notify your manager as soon as possible, following the procedures set out in Tesco’s absence reporting guidelines. This helps Tesco manage staffing levels and ensures you receive any statutory or company sick pay you may be entitled to.
Knowing your rights under Tesco’s sickness policy is important. For example, you may be eligible for Statutory Sick Pay (SSP) or enhanced company sick pay, depending on your length of service and the terms of your contract. The policy also outlines what evidence you may need to provide, such as self-certification for short absences or a fit note from your GP for longer periods. These rights are underpinned by UK employment law, particularly the Employment Rights Act 1996, which sets out the legal protections for employees who are absent due to sickness.
Equally important is understanding your responsibilities. Failing to follow the correct sickness reporting procedures could affect your pay or lead to disciplinary action. Tesco’s policy includes clear steps for notifying absence, keeping in touch during longer periods away, and returning to work – often including a return-to-work interview to discuss any ongoing support you might need.
If you’d like to see how Tesco’s approach fits within the wider context of your rights at work, you can explore the broader topic of Tesco Employee Rights. For those interested in how Tesco’s sickness policy compares to other employers, or if you have questions about employer-specific issues, visit our Employer Specific Guidance for Tesco Employees section for more tailored advice.
By understanding Tesco’s sickness policy and the legal protections that support it, you can make informed decisions and ensure you’re treated fairly whenever you need time off due to illness.
How to Report Sickness at Tesco
When you’re unwell and unable to attend work at Tesco, it’s important to follow the correct reporting procedure to protect your rights and ensure you receive any sick pay you’re entitled to. Here’s what you need to know about notifying Tesco if you’re off sick:
1. Notify Tesco As Soon As Possible
Tesco’s policy requires employees to inform their line manager or designated contact as soon as they know they cannot attend work due to illness. Ideally, you should call before your shift starts – typically at least one hour in advance. This allows your team to plan for your absence and ensures your sickness is recorded correctly from the start.
2. Who to Contact and How
You should contact your immediate line manager directly. If your manager is unavailable, follow your store or department’s usual absence reporting process, which may involve speaking to another supervisor or calling a central absence line. Avoid relying on text messages or emails unless specifically permitted by your workplace, as verbal communication is usually preferred for clarity.
When reporting your sickness, provide:
- Your full name and employee number (if known)
- Your role and department
- The reason for your absence (a brief description, such as “flu” or “stomach upset”)
- How long you expect to be off, if possible
- Any urgent work that needs covering
3. Timeframes and Ongoing Communication
You should continue to update Tesco if your illness extends beyond your initial estimate. For short-term sickness (up to 7 days), you can usually self-certify your absence. If you’re off for more than 7 calendar days, you’ll need to provide a fit note (sick note) from your GP, in line with UK law.
It’s important to stay in regular contact with your manager, especially if your return date changes. This ensures you comply with Tesco’s absence policy and helps avoid any misunderstandings about your entitlement to Employer Specific Guidance or sick pay.
4. Why Clear Communication Matters
Failure to follow Tesco’s reporting procedure could affect your right to statutory or contractual sick pay and may result in your absence being classed as unauthorised. Clear, timely communication helps maintain a good relationship with your employer and protects your employment rights.
By understanding and following these steps, you ensure your absence is managed correctly and you receive the support you’re entitled to during your illness. If you’re unsure about any part of Tesco’s sickness policy or your rights, further advice is available to help you navigate your options.
Tesco Sick Pay Entitlements
Tesco Sick Pay Entitlements
Understanding your sick pay entitlements as a Tesco employee is crucial if you need to take time off due to illness. Tesco’s sickness policy is designed to support staff while also meeting the legal requirements set out by UK employment law. Below, we explain how Statutory Sick Pay (SSP) works at Tesco, the conditions you must meet to qualify, and what you can expect if your absence is long-term.
Statutory Sick Pay (SSP) at Tesco
All Tesco employees are entitled to Statutory Sick Pay (SSP) if they meet certain conditions. SSP is a legal minimum set by the UK government and applies to most workers, including those at Tesco. To qualify for SSP, you must:
- Be classed as an employee (not self-employed or an agency worker without a contract)
- Have been ill for at least four consecutive days (including non-working days)
- Earn at least £123 per week (before tax) in the eight weeks before you became sick
- Notify Tesco of your illness according to their absence reporting procedures
For the current SSP rate and further details, you can refer to the Statutory Sick Pay (SSP): Overview – GOV.UK.
Tesco’s Company Sick Pay: How It Supplements SSP
In addition to SSP, Tesco may offer company sick pay, which can provide greater financial support than the statutory minimum. Whether you qualify for Tesco’s enhanced sick pay depends on your length of service and your contract terms. Typically, after a qualifying period (often six months’ continuous service), you may be entitled to full or partial pay for a set period of sickness absence. This company sick pay is paid on top of, or instead of, SSP, so you won’t receive both in full at the same time.
For example, if you have worked at Tesco for over a year, you might receive full pay for the first few weeks of sickness, followed by half pay for a further period. After your company sick pay entitlement ends, you may still receive SSP if you continue to meet the eligibility criteria.
Duration and Amount of Sick Pay
The length and amount of Tesco sick pay you receive depend on your contract and how long you have worked for the company. Typical arrangements might include:
- Full pay for a set number of weeks (e.g., 4 weeks)
- Half pay for an additional period (e.g., another 4 weeks)
- SSP only, once company sick pay entitlement is used up
Always check your specific contract or Tesco’s employee handbook for the exact details, as entitlements can vary by role and location.
Long-Term Sickness Absence
If your illness lasts longer than the period covered by Tesco’s company sick pay, you may continue to receive SSP for up to 28 weeks, provided you still meet the qualifying conditions. After SSP ends, you may be eligible for other government benefits, such as Employment and Support Allowance (ESA).
Tesco also has procedures for supporting employees during long-term sickness, including regular welfare meetings and occupational health referrals. Keeping in touch with your manager and HR is important to ensure you receive the right support and understand your options.
For a broader overview of your rights to sick leave and pay in the UK, you can read Statutory Sick Pay (SSP) Explained.
Knowing your entitlements helps you make informed decisions when you’re unwell. If you’re unsure about your rights or what you’re entitled to, speak to your Tesco line manager or HR department, and always consult your employment contract for the most accurate information.
Procedures Tesco Follows During Sickness Absence
Procedures Tesco Follows During Sickness Absence
Understanding the steps Tesco takes during sickness absence can help employees feel more confident about their rights and the support available. Here’s what you can expect if you need to take time off due to illness.
Return-to-Work Interviews
When you return to work after a period of sickness, Tesco will usually arrange a return-to-work interview. This meeting is an opportunity for you and your manager to discuss your absence, confirm you’re fit to return, and identify any support you might need. The purpose is not to penalise you, but to ensure your health and wellbeing are prioritised and to help you settle back into your role smoothly. Return-to-work interviews are a common practice recommended by Acas, providing a structured way to address any ongoing concerns and prevent future absences. You can find more details on what to expect in these meetings from Acas guidance on return to work meetings.
Support During Sickness Absence
Tesco is committed to supporting employees throughout periods of sickness. This may include regular check-ins from your manager, access to occupational health services, or referrals to employee assistance programmes that offer confidential advice and counselling. If your illness is related to a disability or a long-term health condition, you have additional protections under the Equality Act 2010. Tesco must consider reasonable adjustments to help you stay in or return to work, such as modified duties, flexible hours, or workplace adaptations. For more on your rights if your sickness absence relates to a disability, see our page on Disability Rights at Work.
Adjustments and Accommodations
If you have ongoing health issues, Tesco can make reasonable adjustments to your working arrangements. This could involve changing your shift patterns, providing specialised equipment, or allowing for a phased return to work. The aim is to remove barriers that might prevent you from performing your job effectively while managing your health. These adjustments are not only good practice but also a legal requirement under the Equality Act for employees with disabilities or long-term conditions.
Managing Long-Term Sickness Absence
For absences lasting several weeks or more, Tesco will typically follow a clear process to manage your situation. This may include regular reviews, referrals to occupational health, and discussions about your ability to return to work. The company’s approach is designed to balance your wellbeing with business needs, ensuring you receive appropriate support while keeping communication open. If you’re unsure about the process or your rights during a long-term absence, it’s worth exploring further employer-specific guidance for Tesco employees to understand the broader legal context.
Tesco’s procedures aim to support your recovery and help you return to work safely, while respecting your legal rights throughout your sickness absence. If you have concerns, don’t hesitate to seek advice from your union representative or a legal expert.
Supporting Mental Health During Sickness Absence
Supporting Mental Health During Sickness Absence
Mental health is just as important as physical health, and Tesco recognises mental health conditions – such as stress, anxiety, or depression – as valid reasons for sickness absence. If you need time off due to a mental health issue, you are entitled to the same support and sick pay as you would be for a physical illness. It’s important to let your manager know as soon as possible if you’re unwell, and to provide any required fit notes from your GP for absences longer than seven days.
Resources and Support from Tesco
Tesco offers a range of resources to support employees experiencing mental health difficulties. These may include access to confidential counselling services through an Employee Assistance Programme (EAP), mental health first aiders in the workplace, and flexible working arrangements where possible. If you’re struggling, you can speak to your manager or HR team in confidence about the support available. Tesco aims to create a supportive environment where employees feel comfortable discussing mental health concerns without fear of stigma.
Your Rights at Work
Under the Equality Act 2010, mental health conditions that have a substantial, long-term impact on your daily life may be classed as a disability. This means you have the right to reasonable adjustments at work, such as changes to your duties, working hours, or workspace, to help you manage your condition. Tesco, like all employers, is legally required to consider and implement reasonable adjustments to support staff with mental health conditions. For more on your legal protections and practical advice, Acas provides a helpful overview in their guide on supporting mental health at work.
When to Seek Help and How Tesco Can Assist
If you are finding it difficult to cope at work or your mental health is affecting your ability to do your job, it’s important to seek help early. You can talk to your GP, reach out to mental health charities, or use Tesco’s internal support services. Remember, you are not alone – many people experience mental health challenges, and support is available.
If your absence is long-term or related to ongoing mental health issues, you may have additional rights and support options. For a deeper understanding of how mental health is treated in the workplace and your legal entitlements, see our guide on Mental Health and Work: Your Rights. You can also learn more about the relationship between mental health and sick leave, including eligibility for statutory and company sick pay, in our section on Mental Health and Sick Leave.
Taking time off for mental health reasons is your right, and Tesco is committed to supporting your wellbeing throughout your absence and return to work. If you have questions about your specific situation, don’t hesitate to speak to your manager, HR, or seek independent advice.
