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Occupational Health & Absence ManagementReduce long-term absence — and make the gains stick
Long-term sickness absence is rarely solved by stricter rules. It improves when you find the real drivers, intervene early, and govern occupational health so cases move toward recovery instead of stalemate.
From reactive case handling to managed recovery
Most organisations manage absence case by case, reacting once someone is already long-term sick. I help shift that to a managed approach: cases are triaged early, owned clearly, and steered toward a realistic return — with occupational health, HR and managers working from the same picture rather than separate ones.
- Long-term absence reduction — cutting both the number of long-term cases and how long they run
- Reintegration strategy — structured, humane return-to-work that holds up over time
- Case management oversight — consistent, quality-controlled handling across every case
- Occupational health governance — clear roles, standards and accountability for OH
What this involves in practice
Long-term absence reduction
I start with the data and the lived reality — where absence concentrates, which teams and case types drive the cost, and where cases tend to stall. From there we tackle the actual drivers, not the symptoms: late intervention, unclear ownership, weak triage, or managers who avoid the conversation. The goal is fewer cases tipping into long-term absence, and shorter durations for those that do.
Reintegration strategy
A good return-to-work is planned, gradual and genuinely supported — not a date in a calendar. I design reintegration pathways that balance the employee's recovery with the needs of the business, with adjustments, milestones and check-ins that keep momentum without risking relapse. Done well, reintegration protects the person and prevents the expensive cycle of repeated absence.
Case management oversight
Quality and consistency are where most case management quietly fails. I put oversight in place so every case is handled to the same standard: clear triage, documented decisions, timely reviews and escalation that actually happens. This reduces the cases that drift, protects against compliance risk, and gives leadership confidence that what they think is happening, is happening.
Occupational health governance
Occupational health only delivers when it is governed — not left as an outsourced black box. I define how OH connects to HR and management, what standards providers are held to, how data flows, and who is accountable for outcomes. The result is an OH function that is measurable, defensible and aligned with the wider people strategy.
Outcomes you can expect
absence duration through earlier, better-managed intervention
cases that stall, escalate or repeat
ownership across OH, HR and line management
Early intervention is the single biggest lever
The longer a case runs unmanaged, the harder and more costly the return becomes. Most of the value here comes from catching cases early and giving them structure — well before they become entrenched.