2.2.2 Sickness Absence
Each employer’s absence policy must be adhered to, including any requested documentation,
qualifying periods for enhanced payment entitlements and attendance at employer Occupational
Health providers for any necessary assessments.
Due to the nature of offshore work and in line with OEUK Guidelines, employees are required to
attend a Fit to Return to Work assessment, prior to returning offshore after sickness absence.
Every effort will be made to arrange this to coincide with sickness certificate expiry.
Statutory Sick Pay (SSP) is payable in line with the government scheme. To enable the payment
of SSP employees must self-certify in line with their employer’s absence policy for the first 7-days
of absence and a doctors’ certificate “Fit Note” must be provided to cover all absence after the
first 7-days including rest periods.
Enhanced Sick Pay (ESP) is payable at the rates detailed in Appendix 3: Schedule of Rates to
employees who reach a qualifying period of 13 weeks continuous service. ESP is paid in addition
to SSP.
ESP is payable for a maximum of 28 weeks in any rolling 52-week period. This can be made up of
consecutive or cumulative 28 weeks. ESP will reset once the employee has exhausted 28 weeks
and has been back at work for a consecutive 24 calendar weeks.
SSP and ESP will continue to be payable until the Fit to Return to Work assessment is completed
by Occupational Health (where entitlement has not been exhausted). Payment in accordance
with terms and conditions of employment will re-commence when the employee remobilises to
installation. Any enhancement to this payment is at the employer’s discretion.
Any contractual enhancement to ESP provided by the employer will be detailed within the term
and conditions of employment.
Employees who become certified sick whilst offshore will receive a maximum of 12 hours at base
rate of pay per day. Payment will cease on arrival at the employer’s onshore base and re-
commence when the employee remobilises to installation.
Suitably qualified and nominated Emergency Response Team (ERT) members, who are prevented
from working due to injuries sustained whilst carrying out their ERT duties, including offshore
drills, will receive a payment during any relevant period of incapacity for up to a maximum of 52
weeks, and subject to the employer’s absence policy. This payment will be calculated using the
base rates of pay outlined in Appendix 3: Schedule of Rates following the employees designated
rota. This payment will be inclusive of any entitlement to SSP or ESP.
2.2.3 Compassionate Leave
A request for compassionate leave should be made in line with the employer’s policy. All absence
for compassionate reasons, other than bereavement, will normally be unpaid. Payment in
accordance with terms and conditions of employment will cease on arrival onshore and re-
commence when the employee remobilises to installation. Any enhancement to this
arrangement is at the employer’s discretion.