Escalate any concerns or difficulties arising, such as performance, discipline, or concerns about an individual’s welfare etc through your normal departmental channels so that they can help and advise.
Holiday and family leave need to be recorded as normal and should be communicated to local HR colleagues so that appropriate record-keeping and payroll actions can be implemented.
Request that your team-member contacts you promptly if they are unable to work due to sickness or another issue arising (for example, emergency care for a dependant).
Should a member of your team let you know that they are sick and unable to work, agree with them how you will keep in touch. For example, asking them to check in with you through a daily phone call, email or MS Teams chat may be appropriate. If their symptoms worsen, it may be that they need to agree that a family member/next of kin will keep you up to date and a weekly update in such circumstances may be more appropriate. In the event that your team member lives alone, check whether they have access to support networks. Don’t forget that, whilst working remotely, other members of your team will need to be advised that a team member is away from work. They may be anxious about their colleague so do keep them up to date, but be careful not to disclose sensitive personal information.
Staff needing to take sickness absence of more than 7 days are normally required to produce a Fit Note from their GP (staff can self-certificate for up to seven days).