1. Jessica Massey – HR Service Manager.
The Lead Employer Model – Supporting Trainees Following Time out of Training.
Jessica Massey – HR Service Manager.

2. Long Term Sickness
The bulk of the work the LE does with regards to returning to training is with trainees who have been off work due to sickness (+28 days)
Referrals to Health Work and Wellbeing
Working with the trainee to implement any restrictions/ adjustments recommended by HWWB clinicians.
‘Training Clock’ – the difference between returning to ‘work’ and returning to ‘training’

3. Supportive Measures Phased return to work
Amended hours e.g. varied start/ finish times
LTFT
Adjustments to duties e.g. no on-call/ OOH/ night work
Buddy/ mentor scheme within the department/ host organisation
Access to work input

4. Health Concerns &The Equality Act.
Definition of Disability:
S6(1) Equality Act a person has a disability if they have a physical or mental impairment and the impairment has a substantial and long-term adverse effect of their ability to carry out normal day to day activities
EqA Schedule 1 - the effect of an impairment is long-term if it has lasted for at least 12 months, it is likely to last for at least 12 months
Recurrent conditions

5. Reasonable Adjustments
Purpose of reasonable adjustments is to avoid or cancel out a disadvantage to a disabled person in comparison with those who are not disabled
What is reasonable will depend on the employer and the circumstances
Onus is on the employer to investigate and suggest adjustments (Advice from HWWB)
Medical advice can assist
Access to Work

6. Maternity / OOP Cases KIT days Risk assessments
Support and guidance re breastfeeding
HWWB input for OOP cases & maternity if needed
HR involvement with OOPC cases
Management Information – picking up on trainees who resume work in line with rotation days

7. Any Questions?
If you require any further information please contact