“Fear factor” stopping managers from supporting sick staff, CMI poll warns following Mayfield Review

• One in three (32%) UK managers who have dealt with staff returning to work after long-term illness say they have feared causing offence by contacting employees on sick leave, and one in five (21%) worry such contact could lead to legal repercussions.

• Four in ten of those managers  (42%) say aligning job expectations with a returning employee’s capabilities is a challenge, while 37% cite staff anxiety about job security.

• Almost all (97%) agree managers should receive training in how to manage health-related absenteeism, yet only 36% say their organisation currently provides it.

• CMI’s Petra Wilton said: “We cannot expect line managers to be lawyers, doctors, and therapists. They need practical training, clear HR policies and the confidence to act early and compassionately.”

London - One in three (32%) UK managers who have dealt with staff returning to work after long-term illness say they have feared causing offence by contacting employees on sick leave, and one in five (21%) worry such contact could lead to legal repercussions, new polling from the Chartered Management Institute (CMI) shows.

The findings come following the publication of the government’s Keep Britain Working Review, led by Sir Charlie Mayfield, which recommended a raft of approaches to help people stay in work while managing health conditions.

CMI spoke with managers across the UK about their experiences of supporting staff back to work after long-term illness. Most said they felt trapped by unclear rules and a fear of saying the wrong thing.

Two in five (42%) said aligning job expectations with a returning employee’s capabilities was a challenge, and 37% cited staff anxiety about job security. While nearly all managers (97%) agreed that managers should receive training to support staff back to work, just 36% said their organisation currently provides it.

Petra Wilton, CMI’s Director of Policy, said: “Managers want to do the right thing, but too often a fear factor is holding them back. They know early support makes all the difference, yet they are paralysed by fear, complexity and a lack of clear guidance.

“We cannot expect line managers to be lawyers, doctors, and therapists. They need practical training, clear HR policies and the confidence to act early and compassionately.”

A manager in the civil service told CMI: “Managers are told decisions are at their discretion, but HR will not advise in case of tribunals, so the responsibility lands entirely on us. There is no clear guidance or training, so people are scared of doing the wrong thing.”

Another manager shared a similar experience: “HR do not do anything. It all lands on me. Policies protect the organisation, not the person.”

Almost three-quarters (72%) of managers agreed employers should fund access to independent physiotherapists or occupational health professionals to support returns, saying this would help people come back more quickly and with greater confidence.

The survey also found mixed views on possible changes to fit notes, which could allow specialist health professionals to issue them instead of GPs. Some managers warned that important mental health or workplace factors might be overlooked without clear, detailed advice.

At Node4, a modern MSP providing cloud, apps, data, AI, security and support, Richard Angrave said: “Policies are important guardrails, but human judgment and empathy are crucial for getting people back to work. Managers need training that not only teaches policy but also nurtures empathy, often the most powerful leadership lessons can’t always be found in a manual."

In retail, Claire Frascati, formerly a manager at Monsoon Accessorize, added: “We used occupational health, flexible hours and even a buddy system to help staff come back with confidence. But if you push people back too soon, it can do more harm than good.”