Confidential Human Factors
Incident Reporting Programme
The Charity
Aviation
Maritime
FC5354
Initial Report
Following [a few] short periods of sickness, I was placed in the first stage of managed operational performance. All sickness periods were legitimate, short term and I was acting in accordance with the Air Navigation Order and company guidance. As a result of this, I was called in for a meeting to discuss my sickness. This was not a simple welfare check, it appeared to be calling into question whether I should have been sick or not. I asked for all periods to be discounted, which was refused. This policy has now left me feeling under pressure to go to work when I might not feel fit to fly. I strongly believe that this sickness policy is inappropriate for pilots and that it poses a safety risk.
Company Comment
The [Company Sickness] Policy applies to all colleagues across the business. The primary purpose of the policy is to provide support and guidance to colleagues in the event that they need time off work due to illness or injury. Support can include a return-to-work conversation when the pilot reports fit. The Attendance Team will check that the pilot is fully fit to return to work, ask if there is ongoing support they may require as a result of their absence, and also ask whether the pilot wishes to disclose the reason for the absence as it may be something the team can discount.
When deciding if an absence should be discounted, the team will consider the pilot’s overall absence record along with the reason for the absence and apply a discounting. Therefore, the number of pilots who progress into an Improvement Plan stage is small.
Support during a short-term absence will also include a duty of care calls to check on the pilots wellbeing, general prognosis for a return to work (if known), and whether any additional intervention is required.
In addition to providing support for colleagues, the policy also aims to encourage regular attendance at work, minimise absence levels across the company and provide a framework for colleagues to be treated in a fair and consistent manner. If a pilot has a concern with how they have been treated, this can be raised with the Fleet Attendance Manager. The policy is not a disciplinary policy, although if a colleague reaches the final stage it could result in termination of employment. However, to put that in context, no pilot has ever been terminated, to date, as a result of this part of the policy. The letters and emails the team send do not make any reference to it being a disciplinary process.
CHIRP Comment
Absence management policy has been something of a long-running issue for CHIRP over the years, and it’s often a matter of perception of policies and subsequent management actions rather than the reality of the application of the procedures themselves. People understandably become anxious about management engagement but, once they get inserted in the sickness management system, they often find that the process is supportive.
That being said, not all companies are equal in their treatment of absences and there is a case for a generic best-practice solution for flying crew that would achieve operators’ requirements to discourage inappropriate absences, meet their obligations regarding the health and wellbeing of their staff, and be seen as fair by flight and cabin crew. The search for this solution should be industry-led with inputs from HR specialists, legal advisors, trade unions and aviation medical specialists.
CHIRP understands that the CAA/Industry Flight Operations Liaison Group (FOLG) ‘Well-being’ and ‘Fatigue’ forums are discussing the potential for such an outcome and we welcome this initiative. What is required is a common and pragmatic approach to sickness/absence that recognises the unique situation that aviators are in, ensures that long-term or repetitive sufferers are able to receive appropriate attention and medical care as necessary, and removes the fear or stigma that might be attached to reporting sick on multiple occasions: all whilst giving companies the necessary tools to ensure that those who might take advantage of ‘pulling a sickie’ are not able to do so.