Summary of New Changes:

In this blog article, we’ll explore the recent changes in the Statement of Fitness for Work, commonly known as the “fit note.” The Department for Work and Pensions (DWP) has introduced significant enhancements to this essential document. These updates include a new digital-friendly format, expanded certifying professionals, and integration into healthcare systems. These changes aim to make the fit note process more efficient and accessible for both employers and employees.

In recent years, the world of employee health management has seen significant developments in the form of the Statement of Fitness for Work, commonly referred to as the “fit note.” This crucial document records essential information about an employee’s health condition and its impact on their ability to work. It serves as a foundation for productive discussions between employers and employees regarding health-related accommodations/ adjustments. In this blog article, we will explore the recent changes made to the fit note process the aim being to make it more efficient and accessible for all parties involved.

**Streamlining the Fit Note Process**

1. **Digital Authorisation and Accessibility**

   One of the most significant changes introduced by the Department for Work and Pensions (DWP) is the transition to a more digital-friendly format. The traditional ink signature on fit notes has been replaced with the name and profession of the issuer. This modification allows employees to receive fit notes digitally, provided their local IT systems support this functionality. This shift reflects the broader trend of digitisation in healthcare, offering greater convenience for both employers and employees.

2. **Expanding Certifying Professionals**

   The DWP has expanded the pool of professionals authorised to issue fit notes. In addition to doctors, nurses, and physicians, occupational therapists, pharmacists, and physiotherapists can now provide these documents. This expansion enhances flexibility in obtaining fit notes and ensures that healthcare professionals with relevant expertise can contribute to the process.

3. **Integration into Healthcare Systems**

   Digital fit notes have been seamlessly integrated into primary care settings, such as GP IT systems. The DWP is also working toward making fit notes available within secondary care settings, such as hospitals. In cases where an employee has been discharged from a hospital, interim pre-printed fit note forms may be provided. These changes reflect a commitment to aligning the fit note process with existing healthcare infrastructure, promoting efficiency and accuracy.

**The Fit Note: A Guide for Employers**

Understanding these recent changes is essential for HR advisers and employers. The fit note serves as a valuable tool for managing employee health and facilitating their return to work. Below are key points to remember when dealing with fit notes:

– Fit notes are issued only when a healthcare professional determines that an individual’s fitness for work is impaired. If an employee is considered fit for work, they will not receive a fit note.

– During the initial seven calendar days of sickness absence, employees can self-certify. However, employers requiring medical evidence during this period may incur charges, which should be covered by the employer.

– The duration of a fit note depends on the clinical judgment of the healthcare professional. Generally, within the first six months of a health condition, fit notes can be issued for a maximum of three months at a time.

– Employers must maintain the confidentiality of employee information, ensuring access only to those with a genuine need, such as Human Resources (HR). Employees should also be informed about the storage duration and conditions of their information.

– Engaging in health and work discussions with employees is crucial to exploring potential changes that could support their return or continuation of work. These discussions should involve relevant stakeholders, such as line managers, HR, trade unions, or occupational health specialists.

– Employers may need to conduct risk assessments to accommodate fit note recommendations, especially if the fit note advises against specific activities.

– Consideration of the Equality Act is essential when managing sick leave and return to work, ensuring reasonable adjustments as needed.

– Employers should record any changes agreed upon to maintain clarity and ensure everyone understands the agreed-upon terms.

– Leveraging fit notes to their full potential can help employers reduce sickness absence costs, including sick pay, staff cover, and lost productivity.

**Conclusion**

In conclusion, the recent changes in the fit note process aim to simplify and enhance the experience for employers and employees alike. These updates align the fit note with modern healthcare practices and digital technologies, making it more accessible and efficient. Employers and HR advisers should familiarise themselves with these changes to effectively support employee health and facilitate an employees return to work.

Getting the most out of the fit note: guidance for employers and line managers – GOV.UK (www.gov.uk)