Why “You Must Not Contact Someone Who Is Off Sick” Is a Myth

A common myth in the workplace is that managers should not contact an employee while they are signed off sick. Nursery leaders may worry that a telephone call or message could be viewed as intrusive, particularly where the employee is experiencing stress, anxiety or another mental health condition.

In reality, complete silence can be far more damaging.

When somebody suddenly stops hearing from their manager, they may begin to feel forgotten, excluded or anxious about what is happening at work. They may worry that colleagues are discussing their absence, that their job is at risk or that their manager is angry with them. The longer the silence continues, the more difficult returning can feel.

Appropriate contact reassures the employee that they remain a valued member of the nursery team. It also creates opportunities to identify support, discuss medical advice and begin planning a safe and sustainable return. The CIPD describes keeping in touch, providing support and proactively managing absence as central to supporting employees experiencing poor mental health. It also emphasises that the way an absence is managed can influence how effectively and quickly someone returns to work.

Keeping in touch does not mean repeatedly asking, “When are you coming back?” It should never feel like pressure, surveillance or a challenge to the validity of the employee’s illness.

ACAS recommends that employers and employees agree how they will remain in contact and how much contact is reasonable. This might mean agreeing to a short telephone call once a week, communicating by text or email, or arranging for contact to take place through a particular manager. The right approach will depend upon the employee’s circumstances, preferences and health.

A supportive conversation might include asking:

“How are you feeling?”

“Is there anything you need from us?”

“Would you like us to keep you updated about the nursery?”

“Is there anything that might help you return when you are ready?”

For longer absences, managers can discuss occupational health advice, reasonable adjustments, a phased return or temporary changes to duties. The HSE recommends discussing an employee’s return and reintegration before they come back, with a written plan where helpful.

Nursery leaders should therefore avoid confusing respectful contact with unwanted pressure. Saying nothing is not necessarily kind. Sensitive, agreed and compassionate communication can reduce uncertainty, maintain trust and make the eventual return to work feel manageable rather than overwhelming.

If you need assistance with managing any aspect of absenteeism please call us on 01527 909436.