{"id":9774,"date":"2026-06-05T15:07:57","date_gmt":"2026-06-05T15:07:57","guid":{"rendered":"https:\/\/rfblegal.co.uk\/?post_type=insight&#038;p=9774"},"modified":"2026-06-05T15:08:39","modified_gmt":"2026-06-05T15:08:39","slug":"absences-pour-cause-de-maladie-invalidite-et-amenagements-raisonnables-guide-pratique-a-lintention-des-employeurs","status":"publish","type":"insight","link":"https:\/\/rfblegal.co.uk\/fr\/perspectives\/absences-pour-cause-de-maladie-invalidite-et-amenagements-raisonnables-guide-pratique-a-lintention-des-employeurs\/","title":{"rendered":"Absences pour cause de maladie, handicap et am\u00e9nagements raisonnables : guide pratique \u00e0 l'intention des employeurs\u00a0"},"content":{"rendered":"<p class=\"wp-block-paragraph\">Les absences pour cause de maladie constituent l'un des probl\u00e8mes les plus courants et les plus complexes auxquels les employeurs doivent faire face. Qu'un salari\u00e9 soit absent pendant quelques jours, qu'il effectue des absences r\u00e9p\u00e9t\u00e9es de courte dur\u00e9e, qu'il soit en arr\u00eat pour cause de stress ou qu'il soit absent en raison d'un probl\u00e8me de sant\u00e9 de longue dur\u00e9e, les employeurs doivent trouver un \u00e9quilibre entre les besoins op\u00e9rationnels, leurs obligations l\u00e9gales et le principe d'\u00e9quit\u00e9.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Pour les employeurs, il ne s'agit pas simplement d'une question de gestion des absences. Cela concerne les politiques en mati\u00e8re d'absences pour cause de maladie, les indemnit\u00e9s l\u00e9gales de maladie, les risques de discrimination fond\u00e9e sur le handicap, les am\u00e9nagements raisonnables, la sant\u00e9 au travail, les proc\u00e9dures d'\u00e9valuation des capacit\u00e9s, la culture d'entreprise et une communication rigoureuse.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Des donn\u00e9es r\u00e9centes montrent pourquoi cela est important. Le&nbsp;<a href=\"https:\/\/www.ons.gov.uk\/employmentandlabourmarket\/peopleinwork\/labourproductivity\/articles\/sicknessabsenceinthelabourmarket\/2025\" target=\"_blank\" rel=\"noreferrer noopener\">Office national des statistiques<\/a>&nbsp;a indiqu\u00e9 qu'environ 148,8 millions de jours de travail avaient \u00e9t\u00e9 perdus pour cause de maladie ou d'accident en 2025, avec un taux d'absent\u00e9isme pour cause de maladie de 2,01 %. Le&nbsp;<a href=\"https:\/\/www.hse.gov.uk\/statistics\/dayslost.htm\" target=\"_blank\" rel=\"noreferrer noopener\">Agence pour la sant\u00e9 et la s\u00e9curit\u00e9 au travail<\/a>&nbsp;a \u00e9galement indiqu\u00e9 que le stress li\u00e9 au travail, la d\u00e9pression ou l'anxi\u00e9t\u00e9 restent une cause majeure d'absent\u00e9isme. Les employeurs ont donc besoin de dispositifs concrets pour g\u00e9rer les absences de mani\u00e8re \u00e9quitable et coh\u00e9rente.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Cet article aborde les principaux aspects que les employeurs doivent prendre en compte lorsqu'ils g\u00e8rent les absences pour cause de maladie, le handicap et les am\u00e9nagements raisonnables sur le lieu de travail.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Qu'est-ce que la gestion des absences pour cause de maladie ?&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">La gestion des absences pour cause de maladie d\u00e9signe le processus mis en place par un employeur pour enregistrer, suivre et traiter les absences des salari\u00e9s dues \u00e0 une maladie ou \u00e0 un accident. Elle peut inclure des r\u00e8gles de d\u00e9claration des absences, des entretiens de reprise du travail, des seuils d'intervention, des orientations vers le service de m\u00e9decine du travail, des reprises progressives, des am\u00e9nagements et, dans certains cas, des proc\u00e9dures formelles d'\u00e9valuation des capacit\u00e9s.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ce qu'il faut retenir pour les employeurs, c'est que l'absent\u00e9isme pour cause de maladie ne doit pas \u00eatre consid\u00e9r\u00e9 comme un probl\u00e8me unique. Une absence ponctuelle due \u00e0 la grippe est tr\u00e8s diff\u00e9rente d'absences r\u00e9p\u00e9t\u00e9es de courte dur\u00e9e, d'une absence de longue dur\u00e9e, d'un stress li\u00e9 au travail, d'une absence pour cause de handicap ou d'une absence li\u00e9e \u00e0 la grossesse.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs devraient donc \u00e9viter une approche purement m\u00e9canique et tenir compte de leur obligation de mettre en place des am\u00e9nagements raisonnables pour les salari\u00e9s en situation de handicap. Les politiques en mati\u00e8re d'absences sont utiles, mais elles doivent \u00eatre appliqu\u00e9es avec discernement, en particulier lorsque des probl\u00e8mes de sant\u00e9, un handicap ou des troubles de sant\u00e9 mentale peuvent \u00eatre en cause.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Pourquoi les employeurs devraient-ils prendre au s\u00e9rieux les arr\u00eats maladie ?&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Il existe plusieurs raisons pour lesquelles les employeurs devraient prendre au s\u00e9rieux les absences pour cause de maladie.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Tout d'abord, il y a le risque op\u00e9rationnel. L'absent\u00e9isme peut avoir des r\u00e9percussions sur les effectifs, la prestation des services, la charge de travail, le moral et la productivit\u00e9, ainsi que sur le bien-\u00eatre g\u00e9n\u00e9ral des personnes handicap\u00e9es au sein de l'organisation. Si l'absent\u00e9isme n'est pas g\u00e9r\u00e9 correctement, d'autres employ\u00e9s peuvent se retrouver \u00e0 devoir assumer la charge de travail de leurs coll\u00e8gues pendant de longues p\u00e9riodes, ce qui peut \u00eatre source de stress suppl\u00e9mentaire et de ressentiment.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Deuxi\u00e8mement, il y a le risque juridique. Les absences pour cause de maladie peuvent donner lieu \u00e0 des questions li\u00e9es \u00e0 l'indemnit\u00e9 l\u00e9gale de maladie, \u00e0 la discrimination fond\u00e9e sur le handicap, \u00e0 la protection en cas de grossesse et de maternit\u00e9, au licenciement abusif, aux donn\u00e9es \u00e0 caract\u00e8re personnel, aux donn\u00e9es relatives \u00e0 la sant\u00e9 et aux am\u00e9nagements raisonnables.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Troisi\u00e8mement, il y a le risque li\u00e9 \u00e0 la gestion. Si un employeur tarde trop \u00e0 prendre des mesures face \u00e0 une absence, les probl\u00e8mes risquent de s'aggraver. \u00c0 l'inverse, s'il passe trop vite \u00e0 des mesures formelles, il peut para\u00eetre insensible ou injuste. L'objectif doit \u00eatre de g\u00e9rer les absences pour cause de maladie li\u00e9e \u00e0 un handicap de mani\u00e8re pr\u00e9coce, coh\u00e9rente et conforme \u00e0 la loi.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Indemnit\u00e9s journali\u00e8res de maladie et mises \u00e0 jour r\u00e9glementaires&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs doivent s'assurer que leurs politiques en mati\u00e8re d'absences pour cause de maladie et leurs syst\u00e8mes de paie sont conformes aux r\u00e8gles l\u00e9gales en vigueur concernant les indemnit\u00e9s journali\u00e8res de maladie.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.acas.org.uk\/statutory-sick-pay-changes-2026\" target=\"_blank\" rel=\"noreferrer noopener\">\u00c0 compter du 6 avril 2026, l'indemnit\u00e9 journali\u00e8re de maladie<\/a>&nbsp;est vers\u00e9e d\u00e8s le premier jour d'arr\u00eat maladie, et non plus \u00e0 partir du quatri\u00e8me jour, et le seuil de r\u00e9mun\u00e9ration a \u00e9t\u00e9 supprim\u00e9. Les recommandations de l'Acas pr\u00e9cisent \u00e9galement que l'indemnit\u00e9 l\u00e9gale de maladie correspond d\u00e9sormais soit au montant forfaitaire hebdomadaire, soit \u00e0 80 % du salaire hebdomadaire moyen du salari\u00e9, le montant le plus bas \u00e9tant retenu.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Cela signifie que les employeurs devraient revoir leurs politiques en mati\u00e8re d'absences pour cause de maladie, leurs proc\u00e9dures de paie, leurs manuels destin\u00e9s aux employ\u00e9s et leurs directives \u00e0 l'intention des responsables. Les politiques qui font encore r\u00e9f\u00e9rence \u00e0 des d\u00e9lais de carence ou \u00e0 des r\u00e8gles d'\u00e9ligibilit\u00e9 obsol\u00e8tes devront peut-\u00eatre \u00eatre mises \u00e0 jour.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs doivent \u00e9galement s'assurer que les responsables comprennent bien la diff\u00e9rence entre la d\u00e9claration d'un arr\u00eat maladie, le droit \u00e0 l'indemnit\u00e9 l\u00e9gale de maladie, l'indemnit\u00e9 de maladie vers\u00e9e par l'entreprise et la question distincte de savoir si l'absence est li\u00e9e \u00e0 un handicap.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Absences de courte dur\u00e9e et points d\u00e9clencheurs&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Les absences r\u00e9p\u00e9t\u00e9es de courte dur\u00e9e peuvent \u00eatre particuli\u00e8rement difficiles \u00e0 g\u00e9rer et susciter des inqui\u00e9tudes quant au retour au travail de l'employ\u00e9. M\u00eame si chaque absence est de courte dur\u00e9e, leur accumulation peut perturber le fonctionnement de l'entreprise et soulever des questions concernant la fiabilit\u00e9 de l'employ\u00e9, la charge de travail et la continuit\u00e9 des activit\u00e9s.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">De nombreux employeurs se basent sur des seuils de d\u00e9clenchement, tels qu'un certain nombre d'absences sur une p\u00e9riode glissante, pour d\u00e9clencher une \u00e9valuation. Ces seuils peuvent s'av\u00e9rer utiles, mais ils ne doivent pas \u00eatre appliqu\u00e9s automatiquement sans tenir compte du contexte.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs devraient tenir compte des \u00e9l\u00e9ments suivants :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si l'employ\u00e9 a justifi\u00e9 ses absences ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>s'il existe une affection m\u00e9dicale sous-jacente ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si ces absences pourraient \u00eatre li\u00e9es \u00e0 un handicap ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>s'il est n\u00e9cessaire de solliciter l'avis d'un sp\u00e9cialiste de la sant\u00e9 au travail ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>s'il convient d'envisager des ajustements des seuils de d\u00e9clenchement ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si l'employ\u00e9 a \u00e9t\u00e9 trait\u00e9 de la m\u00eame mani\u00e8re que les autres.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Un signal d'alerte devrait g\u00e9n\u00e9ralement donner lieu \u00e0 un \u00e9change, et non d\u00e9clencher automatiquement une alerte. Cela est particuli\u00e8rement important lorsque l'employ\u00e9 souffre d'un handicap ou lorsque l'absence est li\u00e9e au stress, \u00e0 la sant\u00e9 mentale ou \u00e0 un probl\u00e8me de sant\u00e9 chronique.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Absence de longue dur\u00e9e et capacit\u00e9&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Les arr\u00eats maladie de longue dur\u00e9e peuvent mettre les employeurs dans une situation d\u00e9licate. Ceux-ci souhaitent certes soutenir leur salari\u00e9, mais ils doivent \u00e9galement d\u00e9terminer si ce dernier est susceptible de reprendre le travail, \u00e0 quelle date il pourrait le faire, quelles t\u00e2ches il serait en mesure d'accomplir et si des am\u00e9nagements sont envisageables.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">En cas d'absence de longue dur\u00e9e, les employeurs doivent g\u00e9n\u00e9ralement rester en contact r\u00e9gulier avec le salari\u00e9, se procurer des certificats m\u00e9dicaux le cas \u00e9ch\u00e9ant, tenir compte des recommandations de la m\u00e9decine du travail, \u00e9tudier les am\u00e9nagements raisonnables et examiner si un retour progressif au travail ou des t\u00e2ches alternatives sont envisageables.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Un licenciement pour absence de longue dur\u00e9e peut \u00eatre envisageable dans certaines circonstances, mais il comporte un risque \u00e9lev\u00e9 si l'employeur n'a pas respect\u00e9 une proc\u00e9dure \u00e9quitable. Avant d'envisager un licenciement, les employeurs doivent tenir compte des \u00e9l\u00e9ments suivants :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>les preuves m\u00e9dicales ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>le d\u00e9lai probable pour le retour ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>les r\u00e9percussions de cette absence sur l'activit\u00e9 ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si l'employ\u00e9 est consid\u00e9r\u00e9 comme une personne handicap\u00e9e au sens de la loi de 2010 sur l'\u00e9galit\u00e9 ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si des ajustements raisonnables ont \u00e9t\u00e9 envisag\u00e9s ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>s'il existe d'autres postes ou fonctions disponibles ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si l'employ\u00e9 a eu la possibilit\u00e9 de s'exprimer.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs devraient demander conseil avant de licencier un salari\u00e9 absent pour cause de probl\u00e8me de sant\u00e9 de longue dur\u00e9e, en particulier lorsque le handicap peut entrer en ligne de compte.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Handicap et am\u00e9nagements raisonnables&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">L'un des principaux risques li\u00e9s aux cas d'arr\u00eat maladie r\u00e9side dans le fait de ne pas reconna\u00eetre qu'un arr\u00eat peut \u00eatre li\u00e9 \u00e0 un handicap, notamment au regard des directives de la Commission pour l'\u00e9galit\u00e9 et les droits de l'homme.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">En vertu de la loi de 2010 sur l'\u00e9galit\u00e9, une personne est consid\u00e9r\u00e9e comme handicap\u00e9e si elle souffre d'une d\u00e9ficience physique ou mentale qui a un effet n\u00e9gatif important et durable sur sa capacit\u00e9 \u00e0 mener ses activit\u00e9s quotidiennes normales. Toutes les maladies ne constituent pas n\u00e9cessairement un handicap, mais les employeurs doivent faire preuve de prudence lorsqu'un salari\u00e9 souffre d'une affection de longue dur\u00e9e, de sympt\u00f4mes r\u00e9currents, de troubles de sant\u00e9 mentale, de neurodiversit\u00e9, de douleurs chroniques ou d'autres probl\u00e8mes de sant\u00e9 persistants.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.acas.org.uk\/reasonable-adjustments\" target=\"_blank\" rel=\"noreferrer noopener\">Recommandations de l'Acas<\/a>&nbsp;explique que les am\u00e9nagements raisonnables d\u00e9signent les mesures prises par un employeur pour \u00e9liminer ou r\u00e9duire un d\u00e9savantage li\u00e9 au handicap d'une personne. Dans le contexte de l'absent\u00e9isme, ces am\u00e9nagements peuvent notamment consister \u00e0 modifier les seuils de d\u00e9clenchement, \u00e0 ne pas comptabiliser certaines absences li\u00e9es au handicap, \u00e0 adapter les t\u00e2ches, \u00e0 modifier les horaires, \u00e0 autoriser le t\u00e9l\u00e9travail, \u00e0 fournir du mat\u00e9riel, \u00e0 revoir les objectifs ou \u00e0 permettre un retour progressif au travail.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les am\u00e9nagements raisonnables doivent \u00eatre envisag\u00e9s au cas par cas. Ce qui est consid\u00e9r\u00e9 comme raisonnable d\u00e9pendra de l'\u00e9tat de sant\u00e9 de l'employ\u00e9, de son poste, de la taille et des ressources de l'employeur, de l'impact concret de l'am\u00e9nagement et de la question de savoir si celui-ci permettrait de r\u00e9duire le d\u00e9savantage.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Sant\u00e9 au travail, certificats m\u00e9dicaux et retour progressif au travail&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">La m\u00e9decine du travail peut s'av\u00e9rer tr\u00e8s utile lorsque les absences sont prolong\u00e9es, complexes ou li\u00e9es \u00e0 un \u00e9ventuel handicap. Elle peut aider les employeurs \u00e0 comprendre l'\u00e9tat de sant\u00e9 du salari\u00e9, le d\u00e9lai probable de retour au travail, son aptitude au travail et les am\u00e9nagements \u00e9ventuels \u00e0 pr\u00e9voir.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs doivent d\u00e9finir clairement les questions auxquelles ils souhaitent que le service de m\u00e9decine du travail r\u00e9ponde. Ils peuvent par exemple demander si le salari\u00e9 est apte \u00e0 reprendre le travail, s'il est recommand\u00e9 de proc\u00e9der \u00e0 un retour progressif, si des am\u00e9nagements sont n\u00e9cessaires, si l'\u00e9tat de sant\u00e9 du salari\u00e9 risque d'\u00eatre durable et s'il existe des restrictions concernant ses t\u00e2ches.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Un retour progressif au travail peut souvent aider un salari\u00e9 \u00e0 reprendre le travail en toute s\u00e9curit\u00e9 apr\u00e8s une p\u00e9riode d'arr\u00eat maladie. Cela peut se traduire par une r\u00e9duction du temps de travail, une diminution des t\u00e2ches, des responsabilit\u00e9s all\u00e9g\u00e9es, un t\u00e9l\u00e9travail temporaire ou une augmentation progressive de la charge de travail.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs doivent consigner par \u00e9crit tout plan de retour au travail convenu et le r\u00e9examiner r\u00e9guli\u00e8rement. Un retour progressif ne doit pas se limiter \u00e0 un simple accord, puis \u00eatre oubli\u00e9.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Sant\u00e9 mentale, stress et absences li\u00e9es au travail&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Les absences li\u00e9es \u00e0 la sant\u00e9 mentale et au stress peuvent \u00eatre un sujet particuli\u00e8rement d\u00e9licat. Les employ\u00e9s peuvent h\u00e9siter \u00e0 aborder le sujet, et les responsables peuvent ne pas savoir exactement quelles questions poser.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs doivent aborder ces situations avec prudence et bienveillance, en particulier lorsqu'ils examinent les implications d'un cong\u00e9 pour invalidit\u00e9. Ils doivent se demander si le travail pourrait contribuer au probl\u00e8me, si la charge de travail, le style de gestion, le harc\u00e8lement, les conflits, les horaires de travail ou les changements organisationnels pourraient jouer un r\u00f4le, et s'il est n\u00e9cessaire de proc\u00e9der \u00e0 une \u00e9valuation des risques li\u00e9s au stress.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Lorsqu'un salari\u00e9 fait \u00e9tat d'un stress li\u00e9 au travail, l'employeur doit mettre en place des am\u00e9nagements raisonnables et ne doit pas consid\u00e9rer cette pr\u00e9occupation comme un simple probl\u00e8me personnel. M\u00eame si l'employeur ne partage pas le point de vue du salari\u00e9, il convient d'examiner cette pr\u00e9occupation de mani\u00e8re approfondie.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Le soutien concret peut prendre la forme de suivis r\u00e9guliers, d'ajustements de la charge de travail, de modifications temporaires des t\u00e2ches, d'un accompagnement en mati\u00e8re de sant\u00e9 au travail, de l'acc\u00e8s \u00e0 un programme d'aide aux employ\u00e9s, d'une formation \u00e0 la gestion ou d'une m\u00e9diation en cas de conflit sur le lieu de travail.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Les erreurs courantes des employeurs&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs doivent \u00eatre particuli\u00e8rement attentifs \u00e0 \u00e9viter les erreurs suivantes :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>appliquer les crit\u00e8res de d\u00e9clenchement d'une absence de mani\u00e8re trop rigide ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ne pas tenir compte du fait que l'absence est li\u00e9e au handicap ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ne pas solliciter l'avis d'un m\u00e9decin ou d'un professionnel de la sant\u00e9 au travail lorsque cela s'av\u00e8re n\u00e9cessaire ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>recourir trop rapidement aux avertissements ou au licenciement ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ne pas rester en contact de mani\u00e8re raisonnable pendant une absence de longue dur\u00e9e ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>poser des questions m\u00e9dicales inappropri\u00e9es ou trop indiscr\u00e8tes ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ne pas tenir compte des am\u00e9nagements raisonnables ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ne pas avoir examin\u00e9 les d\u00e9clarations ou les rectifications \u00e9chelonn\u00e9es ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>consid\u00e9rer les absences pour raisons de sant\u00e9 mentale comme moins graves que celles dues \u00e0 une maladie physique ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>en appliquant des politiques obsol\u00e8tes en mati\u00e8re d'absences pour cause de maladie ou d'indemnit\u00e9s journali\u00e8res l\u00e9gales ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ne pas former les cadres aux questions li\u00e9es \u00e0 l'absent\u00e9isme et au handicap.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">De nombreux conflits ne surviennent pas parce que l'employeur avait l'intention de traiter quelqu'un de mani\u00e8re injuste, mais parce que les responsables n'ont pas pris le temps de r\u00e9fl\u00e9chir, de poser les bonnes questions et de demander conseil avant d'agir.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Mesures pratiques pour les employeurs&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs devraient envisager de prendre d\u00e8s maintenant les mesures suivantes :&nbsp;<\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li>R\u00e9examiner les politiques relatives aux absences pour cause de maladie ainsi que la formulation des dispositions relatives \u00e0 l'indemnit\u00e9 l\u00e9gale de maladie.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"2\" class=\"wp-block-list\">\n<li>V\u00e9rifiez que les syst\u00e8mes de paie respectent les r\u00e8gles en vigueur en mati\u00e8re d'indemnit\u00e9s journali\u00e8res de maladie.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"3\" class=\"wp-block-list\">\n<li>Former les responsables du personnel aux risques li\u00e9s aux absences de courte dur\u00e9e, aux absences de longue dur\u00e9e et \u00e0 l'invalidit\u00e9.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"4\" class=\"wp-block-list\">\n<li>Organisez r\u00e9guli\u00e8rement des r\u00e9unions de reprise du travail.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"5\" class=\"wp-block-list\">\n<li>Consid\u00e9rez les points sensibles comme des occasions de faire le point, et non comme des sanctions automatiques.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"6\" class=\"wp-block-list\">\n<li>Dans les cas complexes ou de longue dur\u00e9e, il convient de solliciter l'avis du service de m\u00e9decine du travail.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"7\" class=\"wp-block-list\">\n<li>V\u00e9rifiez si l'absence peut \u00eatre li\u00e9e \u00e0 un handicap.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"8\" class=\"wp-block-list\">\n<li>Envisagez des am\u00e9nagements raisonnables avant de donner des avertissements ou d'envisager un licenciement.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"9\" class=\"wp-block-list\">\n<li>Conservez des comptes rendus pr\u00e9cis des r\u00e9unions, des rapports m\u00e9dicaux, des ajustements et des d\u00e9cisions.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"10\" class=\"wp-block-list\">\n<li>Demandez conseil avant de licencier un salari\u00e9 dont l'absence pourrait \u00eatre li\u00e9e \u00e0 un handicap, \u00e0 une grossesse, \u00e0 des probl\u00e8mes de sant\u00e9 mentale ou au stress li\u00e9 au travail.\u00a0<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">La mise en \u0153uvre de ces mesures peut r\u00e9duire les risques juridiques et aider les employeurs \u00e0 g\u00e9rer&nbsp;<s>&nbsp;<\/s>les arr\u00eats de travail pour cause de handicap d'une mani\u00e8re \u00e9quitable, coh\u00e9rente et \u00e9conomiquement raisonnable.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Conclusion&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Les absences pour cause de maladie, le handicap et les am\u00e9nagements raisonnables sont des questions que les employeurs ne peuvent se permettre de traiter \u00e0 la l\u00e9g\u00e8re. Mal g\u00e9r\u00e9es, elles peuvent donner lieu \u00e0 des r\u00e9clamations, \u00e0 des plaintes pour discrimination, \u00e0 des recours pour licenciement abusif, \u00e0 des probl\u00e8mes de relations avec le personnel et \u00e0 des perturbations \u00e9vitables dans la gestion de l'entreprise. Bien g\u00e9r\u00e9es, elles permettent aux employeurs de soutenir leurs employ\u00e9s tout en pr\u00e9servant les besoins de l'entreprise.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Pour les employeurs, l'essentiel est d'agir rapidement, d'\u00e9viter les a priori et de tenir compte de la situation particuli\u00e8re de chacun. Les politiques en mati\u00e8re d'absences sont importantes, mais elles doivent \u00eatre appliqu\u00e9es avec prudence lorsque des probl\u00e8mes de handicap, de sant\u00e9 mentale, de grossesse, de stress ou de maladie chronique peuvent \u00eatre en cause.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Chez Ronald Fletcher Baker, notre \u00e9quipe sp\u00e9cialis\u00e9e en droit du travail conseille les employeurs sur les absences pour cause de maladie, la discrimination fond\u00e9e sur le handicap, les am\u00e9nagements raisonnables, la sant\u00e9 au travail, les proc\u00e9dures d'\u00e9valuation des capacit\u00e9s, les licenciements, les politiques d'entreprise et les recours devant les tribunaux du travail. Si vous avez besoin de conseils pour g\u00e9rer les absences pour cause de maladie ou pour revoir vos proc\u00e9dures en mati\u00e8re d'absences et de handicap, nous pouvons vous aider \u00e0 \u00e9valuer les risques et \u00e0 d\u00e9finir une strat\u00e9gie pratique pour aller de l'avant.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>","protected":false},"author":12,"featured_media":9775,"parent":0,"menu_order":0,"template":"","format":"standard","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"_uf_show_specific_survey":0,"_uf_disable_surveys":false,"footnotes":""},"categories":[67],"tags":[],"class_list":["post-9774","insight","type-insight","status-publish","format-standard","has-post-thumbnail","hentry","category-employment"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO 4.9.9 - aioseo.com -->\n\t<meta name=\"description\" content=\"Sickness absence is one of the most common and difficult issues employers have to manage. 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