Having been here ourselves we know that navigating this can be emotionally challenging, the process is often opaque and there is much national and regional variation between regions and individual Trusts.
As a disclaimer, there is no way that we can know all that you need to know about how to navigate this with your individual employer, but we will do our best to signpost to relevant guidance and will do our best to answer any questions.
As a rotational trainee the key stakeholders in your sick leave and return to work will be your employer, the deanery and occupational health.
Employer
Unless you have a single lead employer then this will be your Trust. They will have a sickness absence policy which includes their policy on sick pay and phased return.
This needs to be made transparent to trainees returning from sick leave – they are not legally obligated to pay you any more than the hours you work in a phased return although some Trusts offer 2-4 weeks and some a bespoke period which can be longer.
It is vital to establish what their policy is before returning.
Work is ongoing to ensure that these policies are made accessible to trainees on sick leave.
Deanery
As a trainee you should receive support from your specialty School and TPD (Training Programme Director).
There is a difference between returning to work and returning to training so your training may be paused during this time.
Even on sick leave you may still need to complete a Form R Part B for revalidation purposes and may be invited to ARCP. Any sickness absence needs to be detailed on the form R even if it is ongoing.
If you are a Trainee in England then you are eligible for SuppoRTT (Supported Return to Training) although there is variation between Deaneries as to how much they can get involved.
Occupational Health
Occupational Health play a key role in planning your return is you have complex needs. In some organisations they can only send a report to your ‘line manager’ if your line manager refers you to them, not if you self refer. Other Trusts may be more flexible about this or may have a dedicated individual such as the Director of Medical Education or a bespoke Wellbeing Champion who will manage this and any adjustments you might need.
Depending on your condition and any limitations the 2010 Equality Act may apply – this means you may be entitled to reasonable adjustments to either hours or duties to support your ongoing ability to perform your role.