- Conference
- 2024 National Health Care Service Group Conference
- Date
- 29 November 2023
- Decision
- Carried
The Bradford score was introduced in the 1980’s from research done by Bradford University School of Management. This theory related to frequent spells of unplanned absence from employees, which could become detrimental to business performance. In comparison to longer spells of absences.
Conference recognises that many NHS trust have adopted the Bradford scoring system within their sickness process and within their policy. The issue is that many NHS trusts are using the Bradford score as a mechanism to put limits on staff sickness using triggers to move the staff member through the sickness process. In many sickness policies there are three stages to the sickness process. The third stage being a sickness hearing where the staff member could be facing dismissal due to their sickness record. But the Bradford scoring system was really targeted towards another kind of absence – non-genuine sickness days and those who ‘abuse’ the system – the people who ‘throw a sickie’ or have a ‘duvet day’. Many NHS Trusts adopted the principle of viewing workers as untrustworthy and unprincipled, thus highly likely to take any possible advantage of an employer’s weakness or generosity and thus use the score within their sickness absence policy.
Conference recognises for the majority of NHS workers this is not the case, many NHS staff are coming into work when they are sick (presenteeism). This is because of the unsympathetic approach many trusts are taking over sickness, treating it like a crime especially if you have a developing condition or disability. Many conditions can take a considerable time to be managed or identified, this could involve many intermittent episodes of sickness so putting the employee at a disadvantaged position when the Bradford scoring system is used to manage their sickness.
In most cases the staff member recovers and has fewer episodes of sickness. But even when this is the case many employers would rather take the staff member to a hearing, rather than supporting the staff member though their sickness or disability. Thus not following equality legislation, the primary goal to dismiss them under sickness capability using Bradford scoring system to their advantage. This is unfair and a more supportive approach needs to be taken in the management of disability and long-term sickness that recognises many conditions develop over time.
So, we are asking the Conference to support this motion and request of the HSGE that they support the following in discussions within the Staff Council and with employers:
1. The abolition of the Bradford scoring system for the management of disability and long-term sickness
2. A more sympathetic and supportive mechanism to be adopted by NHS employers
3. That any under-pinning principles of the sickness process is retention of staff.
4. A more flexible supportive approach when it comes to re deployment for staff when their is a disability and or long-term sickness involved.