{"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":"ausencias-por-doenca-incapacidade-e-adaptacoes-razoaveis-um-guia-pratico-para-empregadores","status":"publish","type":"insight","link":"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/ausencias-por-doenca-incapacidade-e-adaptacoes-razoaveis-um-guia-pratico-para-empregadores\/","title":{"rendered":"Aus\u00eancias por doen\u00e7a, incapacidade e adapta\u00e7\u00f5es razo\u00e1veis: um guia pr\u00e1tico para empregadores\u00a0"},"content":{"rendered":"<p class=\"wp-block-paragraph\">As baixas por doen\u00e7a s\u00e3o uma das quest\u00f5es mais comuns e complexas que os empregadores t\u00eam de gerir. Quer um colaborador esteja ausente por alguns dias, tenha baixas repetidas de curta dura\u00e7\u00e3o, esteja de baixa por stress ou ausente devido a um problema de sa\u00fade de longa dura\u00e7\u00e3o, os empregadores t\u00eam de conciliar as necessidades operacionais com os deveres legais e o tratamento justo.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Para os empregadores, n\u00e3o se trata apenas de uma quest\u00e3o de gest\u00e3o de faltas. Envolve pol\u00edticas relativas \u00e0s faltas por doen\u00e7a, subs\u00eddio de doen\u00e7a previsto na lei, risco de discrimina\u00e7\u00e3o por defici\u00eancia, adapta\u00e7\u00f5es razo\u00e1veis, sa\u00fade no trabalho, procedimentos de avalia\u00e7\u00e3o de aptid\u00e3o, cultura organizacional e uma comunica\u00e7\u00e3o cuidadosa.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Dados recentes sublinham a import\u00e2ncia desta quest\u00e3o. O&nbsp;<a href=\"https:\/\/www.ons.gov.uk\/employmentandlabourmarket\/peopleinwork\/labourproductivity\/articles\/sicknessabsenceinthelabourmarket\/2025\" target=\"_blank\" rel=\"noreferrer noopener\">Instituto Nacional de Estat\u00edstica<\/a>&nbsp;indicou que, em 2025, se estimou uma perda de 148,8 milh\u00f5es de dias de trabalho devido a doen\u00e7a ou les\u00e3o, com uma taxa de aus\u00eancia por doen\u00e7a de 2,01%. O&nbsp;<a href=\"https:\/\/www.hse.gov.uk\/statistics\/dayslost.htm\" target=\"_blank\" rel=\"noreferrer noopener\">Autoridade para a Sa\u00fade e Seguran\u00e7a<\/a>&nbsp;tamb\u00e9m revelou que o stress, a depress\u00e3o ou a ansiedade relacionados com o trabalho continuam a ser uma das principais causas de dias de trabalho perdidos. Por conseguinte, os empregadores necessitam de sistemas pr\u00e1ticos para gerir as aus\u00eancias de forma justa e coerente.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Este artigo aborda as quest\u00f5es fundamentais que os empregadores devem ter em conta ao gerir as aus\u00eancias por doen\u00e7a, a incapacidade e as adapta\u00e7\u00f5es razo\u00e1veis no local de trabalho.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">O que \u00e9 a gest\u00e3o das baixas por doen\u00e7a?&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A gest\u00e3o das aus\u00eancias por doen\u00e7a \u00e9 o processo que uma entidade patronal utiliza para registar, monitorizar e responder \u00e0s aus\u00eancias dos colaboradores devido a doen\u00e7a ou les\u00e3o. Pode incluir regras de comunica\u00e7\u00e3o de aus\u00eancias, reuni\u00f5es de regresso ao trabalho, pontos de ativa\u00e7\u00e3o, encaminhamentos para os servi\u00e7os de medicina do trabalho, regressos faseados, adapta\u00e7\u00f5es e, em alguns casos, procedimentos formais de avalia\u00e7\u00e3o da aptid\u00e3o para o trabalho.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">O ponto importante para os empregadores \u00e9 que as faltas por doen\u00e7a n\u00e3o devem ser tratadas como uma quest\u00e3o \u00fanica. Uma falta pontual por gripe \u00e9 muito diferente de faltas repetidas de curta dura\u00e7\u00e3o, de uma aus\u00eancia de longa dura\u00e7\u00e3o, de stress relacionado com o trabalho, de uma aus\u00eancia por motivo de defici\u00eancia ou de uma aus\u00eancia relacionada com a gravidez.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Os empregadores devem, por isso, evitar uma abordagem puramente mec\u00e2nica e ter em conta a sua obriga\u00e7\u00e3o de realizar adapta\u00e7\u00f5es razo\u00e1veis para os trabalhadores com defici\u00eancia. As pol\u00edticas de aus\u00eancias s\u00e3o \u00fateis, mas devem ser aplicadas com bom senso, especialmente nos casos em que possam estar envolvidas quest\u00f5es de sa\u00fade, defici\u00eancia ou sa\u00fade mental.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Por que raz\u00e3o os empregadores devem levar a s\u00e9rio as baixas por doen\u00e7a?&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Existem v\u00e1rias raz\u00f5es pelas quais os empregadores devem levar a s\u00e9rio as faltas por doen\u00e7a.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Em primeiro lugar, h\u00e1 o risco operacional. O absentismo pode afetar o quadro de pessoal, a presta\u00e7\u00e3o de servi\u00e7os, as cargas de trabalho, o moral e a produtividade, bem como o bem-estar geral das pessoas com defici\u00eancia na organiza\u00e7\u00e3o. Se o absentismo n\u00e3o for gerido adequadamente, outros funcion\u00e1rios podem ter de assumir as tarefas durante longos per\u00edodos, o que pode gerar mais stress e ressentimento.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Em segundo lugar, h\u00e1 o risco jur\u00eddico. As baixas por doen\u00e7a podem envolver o subs\u00eddio de doen\u00e7a previsto na lei, discrimina\u00e7\u00e3o por defici\u00eancia, prote\u00e7\u00e3o da gravidez e da maternidade, despedimento sem justa causa, dados pessoais, dados de sa\u00fade e adapta\u00e7\u00f5es razo\u00e1veis.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Em terceiro lugar, h\u00e1 o risco de gest\u00e3o. Se um empregador demorar demasiado tempo a gerir as aus\u00eancias, os problemas podem agravar-se. Se, por outro lado, um empregador avan\u00e7ar demasiado depressa para medidas formais, pode parecer insens\u00edvel ou injusto. O objetivo deve ser gerir as aus\u00eancias por doen\u00e7a relacionadas com incapacidade numa fase precoce, de forma coerente e dentro da legalidade.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Subs\u00eddio de Doen\u00e7a Legal e Atualiza\u00e7\u00f5es da Pol\u00edtica&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Os empregadores devem certificar-se de que as suas pol\u00edticas relativas \u00e0s baixas por doen\u00e7a e os seus sistemas de processamento salarial refletem as regras legais em vigor relativas ao subs\u00eddio de doen\u00e7a.&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\">A partir de 6 de abril de 2026, subs\u00eddio de doen\u00e7a legal<\/a>&nbsp;\u00e9 pago a partir do primeiro dia de baixa por doen\u00e7a, em vez do quarto dia, e o limite m\u00ednimo de rendimentos foi eliminado. As orienta\u00e7\u00f5es da Acas indicam ainda que o subs\u00eddio de doen\u00e7a legal corresponde agora \u00e0 taxa semanal fixa ou a 80 % do rendimento m\u00e9dio semanal do trabalhador, consoante o valor que for mais baixo.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Isto significa que os empregadores devem rever as suas pol\u00edticas relativas \u00e0s baixas por doen\u00e7a, os processos de processamento salarial, os manuais do colaborador e as orienta\u00e7\u00f5es destinadas aos gestores. As pol\u00edticas que ainda fa\u00e7am refer\u00eancia a per\u00edodos de car\u00eancia ou a regras de elegibilidade desatualizadas poder\u00e3o ter de ser atualizadas.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Os empregadores devem tamb\u00e9m garantir que os gestores compreendem a diferen\u00e7a entre a comunica\u00e7\u00e3o de aus\u00eancias por doen\u00e7a, o direito legal ao subs\u00eddio de doen\u00e7a, o subs\u00eddio de doen\u00e7a pago pela empresa e a quest\u00e3o distinta de saber se a aus\u00eancia pode estar relacionada com uma defici\u00eancia.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Aus\u00eancias de curta dura\u00e7\u00e3o e pontos-gatilho&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">As aus\u00eancias repetidas de curta dura\u00e7\u00e3o podem ser particularmente dif\u00edceis de gerir e suscitar preocupa\u00e7\u00f5es quanto ao regresso do colaborador ao trabalho. Embora cada aus\u00eancia individual possa ser de curta dura\u00e7\u00e3o, o padr\u00e3o geral pode causar perturba\u00e7\u00f5es e suscitar preocupa\u00e7\u00f5es quanto \u00e0 fiabilidade, \u00e0 carga de trabalho e \u00e0 continuidade das atividades da empresa.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Muitos empregadores utilizam crit\u00e9rios de ativa\u00e7\u00e3o, como um determinado n\u00famero de faltas num per\u00edodo cont\u00ednuo, para dar in\u00edcio a uma avalia\u00e7\u00e3o. Esses crit\u00e9rios podem ser \u00fateis, mas n\u00e3o devem ser aplicados automaticamente sem ter em conta as circunst\u00e2ncias.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Os empregadores devem ter em conta:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se o funcion\u00e1rio justificou as faltas;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se existe alguma doen\u00e7a subjacente;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se as faltas podem estar relacionadas com uma defici\u00eancia;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se \u00e9 necess\u00e1rio aconselhamento em mat\u00e9ria de sa\u00fade no trabalho;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se se deve considerar a possibilidade de ajustar os pontos de ativa\u00e7\u00e3o;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se o trabalhador foi tratado de forma coerente em rela\u00e7\u00e3o aos outros.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Um ponto de alerta deve, normalmente, dar origem a uma conversa, e n\u00e3o a um aviso autom\u00e1tico. Isto \u00e9 particularmente importante nos casos em que o colaborador possa ter uma defici\u00eancia ou quando a aus\u00eancia estiver relacionada com o stress, a sa\u00fade mental ou uma doen\u00e7a cr\u00f3nica.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Aus\u00eancia prolongada e capacidade&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">As baixas por doen\u00e7a de longa dura\u00e7\u00e3o podem colocar os empregadores numa situa\u00e7\u00e3o dif\u00edcil. Os empregadores podem querer apoiar o trabalhador, mas tamb\u00e9m precisam de saber se \u00e9 prov\u00e1vel que este regresse, quando poder\u00e1 regressar, que tipo de trabalho poder\u00e1 realizar e se \u00e9 poss\u00edvel fazer adapta\u00e7\u00f5es.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Em casos de aus\u00eancia prolongada, os empregadores devem, em geral, manter um contacto razo\u00e1vel com o trabalhador, obter atestados m\u00e9dicos quando necess\u00e1rio, ter em conta as recomenda\u00e7\u00f5es da medicina do trabalho, estudar a possibilidade de adapta\u00e7\u00f5es razo\u00e1veis e avaliar se \u00e9 vi\u00e1vel um regresso gradual ao trabalho ou a atribui\u00e7\u00e3o de fun\u00e7\u00f5es alternativas.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A demiss\u00e3o por aus\u00eancia prolongada pode ser poss\u00edvel em determinadas circunst\u00e2ncias, mas representa um risco elevado se o empregador n\u00e3o tiver seguido um processo justo. Antes de avan\u00e7ar com a demiss\u00e3o, os empregadores devem ter em conta:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>as provas m\u00e9dicas;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>o prazo previsto para o regresso;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>o impacto da aus\u00eancia na empresa;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se o trabalhador \u00e9 portador de defici\u00eancia nos termos da Lei da Igualdade de 2010;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se foram considerados ajustes razo\u00e1veis;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se existem fun\u00e7\u00f5es ou atribui\u00e7\u00f5es alternativas dispon\u00edveis;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se o trabalhador teve oportunidade de se pronunciar.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Os empregadores devem procurar aconselhamento antes de despedir um trabalhador que se encontre ausente devido a um problema de sa\u00fade de longa dura\u00e7\u00e3o, especialmente nos casos em que possa estar em causa uma defici\u00eancia.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Defici\u00eancia e adapta\u00e7\u00f5es razo\u00e1veis&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Um dos principais riscos nos casos de baixa por doen\u00e7a \u00e9 n\u00e3o reconhecer quando a aus\u00eancia pode estar relacionada com uma defici\u00eancia, especialmente no que diz respeito \u00e0s orienta\u00e7\u00f5es da Comiss\u00e3o para a Igualdade e os Direitos Humanos.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Nos termos da Lei da Igualdade de 2010, considera-se que uma pessoa tem defici\u00eancia se tiver uma limita\u00e7\u00e3o f\u00edsica ou mental que tenha um efeito adverso substancial e de longa dura\u00e7\u00e3o na sua capacidade de realizar as atividades normais do dia-a-dia. Nem todas as doen\u00e7as constituem uma defici\u00eancia, mas os empregadores devem ser cautelosos nos casos em que um trabalhador tenha uma condi\u00e7\u00e3o de longa dura\u00e7\u00e3o, sintomas recorrentes, problemas de sa\u00fade mental, neurodiversidade, dor cr\u00f3nica ou outras dificuldades de sa\u00fade cont\u00ednuas.&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\">Orienta\u00e7\u00f5es da Acas<\/a>&nbsp;explica que os ajustamentos razo\u00e1veis s\u00e3o altera\u00e7\u00f5es que um empregador implementa para eliminar ou reduzir uma desvantagem relacionada com a defici\u00eancia de uma pessoa. No contexto das faltas, os ajustamentos podem incluir a modifica\u00e7\u00e3o dos crit\u00e9rios de ativa\u00e7\u00e3o, a n\u00e3o contabiliza\u00e7\u00e3o de algumas faltas relacionadas com a defici\u00eancia, a altera\u00e7\u00e3o das fun\u00e7\u00f5es, o ajuste do hor\u00e1rio de trabalho, a autoriza\u00e7\u00e3o do teletrabalho, o fornecimento de equipamento, a altera\u00e7\u00e3o das metas ou a autoriza\u00e7\u00e3o de um regresso gradual ao trabalho.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">As adapta\u00e7\u00f5es razo\u00e1veis devem ser consideradas numa base individual. O que \u00e9 considerado razo\u00e1vel depender\u00e1 da situa\u00e7\u00e3o do trabalhador, das fun\u00e7\u00f5es desempenhadas, da dimens\u00e3o e dos recursos da entidade patronal, do impacto pr\u00e1tico da adapta\u00e7\u00e3o e da possibilidade de esta reduzir a desvantagem.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Sa\u00fade no Trabalho, Laudos M\u00e9dicos e Regresso Gradual ao Trabalho&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A medicina do trabalho pode revelar-se muito \u00fatil nos casos em que o afastamento \u00e9 prolongado, complexo ou est\u00e1 associado a uma poss\u00edvel incapacidade. Pode ajudar os empregadores a compreender o estado de sa\u00fade do trabalhador, o prazo prov\u00e1vel para o regresso ao trabalho, a aptid\u00e3o para o trabalho e as poss\u00edveis adapta\u00e7\u00f5es necess\u00e1rias.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Os empregadores devem ser claros quanto \u00e0s quest\u00f5es que pretendem que os servi\u00e7os de medicina do trabalho respondam. Por exemplo, podem perguntar se o trabalhador est\u00e1 apto a regressar ao trabalho, se \u00e9 recomend\u00e1vel um regresso gradual, se s\u00e3o necess\u00e1rias adapta\u00e7\u00f5es, se a situa\u00e7\u00e3o pode ser de longa dura\u00e7\u00e3o e se existem restri\u00e7\u00f5es \u00e0s fun\u00e7\u00f5es a desempenhar.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Um regresso gradual ao trabalho pode, muitas vezes, ajudar um colaborador a regressar ao trabalho em seguran\u00e7a ap\u00f3s um per\u00edodo de baixa por doen\u00e7a. Tal pode implicar uma redu\u00e7\u00e3o do hor\u00e1rio de trabalho, uma redu\u00e7\u00e3o das fun\u00e7\u00f5es, responsabilidades menos exigentes, teletrabalho tempor\u00e1rio ou um aumento gradual da carga de trabalho.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Os empregadores devem documentar qualquer plano de regresso ao trabalho acordado e rev\u00ea-lo regularmente. Um regresso gradual n\u00e3o deve ser simplesmente acordado e depois esquecido.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Sa\u00fade mental, stress e aus\u00eancias relacionadas com o trabalho&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">As aus\u00eancias relacionadas com a sa\u00fade mental e o stress podem ser um tema particularmente delicado. Os colaboradores podem mostrar-se relutantes em abordar o assunto, e os gestores podem sentir-se inseguros quanto ao que podem perguntar.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Os empregadores devem abordar estes casos com cuidado e solidariedade, especialmente ao ponderarem as implica\u00e7\u00f5es da licen\u00e7a por incapacidade. Devem avaliar se o trabalho poder\u00e1 estar a contribuir para o problema, se a carga de trabalho, o estilo de gest\u00e3o, o ass\u00e9dio moral, os conflitos, o hor\u00e1rio de trabalho ou as mudan\u00e7as organizacionais poder\u00e3o ser fatores relevantes, e se \u00e9 necess\u00e1ria uma avalia\u00e7\u00e3o dos riscos de stress.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Quando um trabalhador manifesta stress relacionado com o trabalho, os empregadores devem proceder a adapta\u00e7\u00f5es razo\u00e1veis e n\u00e3o devem descartar essa preocupa\u00e7\u00e3o como sendo apenas uma quest\u00e3o pessoal. Mesmo que o empregador n\u00e3o concorde com a opini\u00e3o do trabalhador, a preocupa\u00e7\u00e3o deve ser devidamente analisada.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">O apoio pr\u00e1tico pode incluir acompanhamento regular, ajustes na carga de trabalho, altera\u00e7\u00f5es tempor\u00e1rias nas fun\u00e7\u00f5es, aconselhamento em sa\u00fade ocupacional, acesso a um programa de apoio aos colaboradores, forma\u00e7\u00e3o para a gest\u00e3o ou media\u00e7\u00e3o em caso de conflitos no local de trabalho.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Erros comuns cometidos pelos empregadores&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Os empregadores devem ter especial cuidado para evitar os seguintes erros:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>aplicar os crit\u00e9rios de aus\u00eancia de forma demasiado r\u00edgida;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>n\u00e3o ter em conta se a aus\u00eancia est\u00e1 relacionada com a defici\u00eancia;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>n\u00e3o procurar aconselhamento m\u00e9dico ou de sa\u00fade no trabalho quando necess\u00e1rio;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>recorrer a advert\u00eancias ou \u00e0 demiss\u00e3o com demasiada rapidez;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>n\u00e3o manter um contacto razo\u00e1vel durante uma aus\u00eancia prolongada;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>fazer perguntas m\u00e9dicas inadequadas ou excessivamente intrusivas;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>n\u00e3o ter em conta as adapta\u00e7\u00f5es razo\u00e1veis;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>n\u00e3o ter revisto as declara\u00e7\u00f5es ou os ajustamentos faseados;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>considerar as faltas por motivos de sa\u00fade mental menos graves do que as causadas por doen\u00e7as f\u00edsicas;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>aplicar pol\u00edticas desatualizadas relativas \u00e0s baixas por doen\u00e7a ou ao subs\u00eddio de doen\u00e7a previsto na lei;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>n\u00e3o formar os gestores em quest\u00f5es relacionadas com aus\u00eancias e incapacidades.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Muitos conflitos surgem n\u00e3o porque o empregador tencionasse tratar algu\u00e9m de forma injusta, mas porque os gestores n\u00e3o pararam para refletir, n\u00e3o fizeram as perguntas certas e n\u00e3o procuraram aconselhamento antes de agir.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Medidas pr\u00e1ticas para os empregadores&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Os empregadores devem considerar a ado\u00e7\u00e3o das seguintes medidas neste momento:&nbsp;<\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li>Revisar as pol\u00edticas relativas \u00e0s baixas por doen\u00e7a e a reda\u00e7\u00e3o das disposi\u00e7\u00f5es relativas ao subs\u00eddio de doen\u00e7a previsto na lei.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"2\" class=\"wp-block-list\">\n<li>Verifique se os sistemas de processamento salarial refletem as regras legais atuais relativas ao subs\u00eddio de doen\u00e7a.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"3\" class=\"wp-block-list\">\n<li>Formar os gestores sobre aus\u00eancias de curta dura\u00e7\u00e3o, aus\u00eancias de longa dura\u00e7\u00e3o e riscos de incapacidade.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"4\" class=\"wp-block-list\">\n<li>Recorra regularmente \u00e0s reuni\u00f5es de reintegra\u00e7\u00e3o no trabalho.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"5\" class=\"wp-block-list\">\n<li>Encare os pontos de gatilho como motivos para uma revis\u00e3o, e n\u00e3o como san\u00e7\u00f5es autom\u00e1ticas.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"6\" class=\"wp-block-list\">\n<li>Considere a opini\u00e3o dos servi\u00e7os de medicina do trabalho em casos complexos ou de longa dura\u00e7\u00e3o.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"7\" class=\"wp-block-list\">\n<li>Verifique se a aus\u00eancia pode estar relacionada com uma defici\u00eancia.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"8\" class=\"wp-block-list\">\n<li>Considere a possibilidade de introduzir adapta\u00e7\u00f5es razo\u00e1veis antes de emitir advert\u00eancias ou de avan\u00e7ar para a demiss\u00e3o.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"9\" class=\"wp-block-list\">\n<li>Mantenha registos claros das reuni\u00f5es, dos relat\u00f3rios m\u00e9dicos, das adapta\u00e7\u00f5es e das decis\u00f5es.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"10\" class=\"wp-block-list\">\n<li>Procure aconselhamento antes de despedir um colaborador cuja aus\u00eancia possa estar relacionada com uma defici\u00eancia, gravidez, sa\u00fade mental ou stress no trabalho.\u00a0<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">A ado\u00e7\u00e3o destas medidas pode reduzir os riscos legais e ajudar os empregadores a gerir&nbsp;<s>&nbsp;<\/s>aus\u00eancias por doen\u00e7a relacionadas com a defici\u00eancia de uma forma justa, coerente e economicamente sensata.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Conclus\u00e3o&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">As baixas por doen\u00e7a, a incapacidade e as adapta\u00e7\u00f5es razo\u00e1veis s\u00e3o quest\u00f5es que os empregadores n\u00e3o podem dar-se ao luxo de tratar de forma superficial. Se forem mal geridas, podem conduzir a reclama\u00e7\u00f5es, queixas por discrimina\u00e7\u00e3o, processos por despedimento sem justa causa, problemas nas rela\u00e7\u00f5es com os colaboradores e perturba\u00e7\u00f5es evit\u00e1veis na gest\u00e3o. Se forem bem geridas, permitem aos empregadores apoiar os colaboradores, ao mesmo tempo que protegem as necessidades da empresa.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">O fundamental para os empregadores \u00e9 agir atempadamente, evitar suposi\u00e7\u00f5es e ter em conta as circunst\u00e2ncias individuais. As pol\u00edticas relativas \u00e0s aus\u00eancias s\u00e3o importantes, mas devem ser aplicadas com cautela nos casos em que possam estar envolvidas defici\u00eancias, problemas de sa\u00fade mental, gravidez, stress ou doen\u00e7as cr\u00f3nicas.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Na Ronald Fletcher Baker, a nossa equipa de Direito do Trabalho presta aconselhamento a empregadores em mat\u00e9ria de baixas por doen\u00e7a, discrimina\u00e7\u00e3o por motivo de defici\u00eancia, adapta\u00e7\u00f5es razo\u00e1veis, sa\u00fade no trabalho, procedimentos de avalia\u00e7\u00e3o de aptid\u00e3o, despedimentos, pol\u00edticas no local de trabalho e processos no tribunal do trabalho. Se necessitar de aconselhamento sobre a gest\u00e3o de aus\u00eancias por doen\u00e7a ou sobre a revis\u00e3o dos seus procedimentos relativos a aus\u00eancias e defici\u00eancia, podemos ajud\u00e1-lo a avaliar os riscos e a identificar um caminho pr\u00e1tico a seguir.&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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