Nathalie is a Foreign Qualified Lawyer, practising as part of RDJ’s Employment team.  She has extensive experience representing government and private clients in contentious matters, including with claims for unfair dismissal, discrimination, victimisation, as well as restraints of trade and industrial relations disputes.
She also advises on all aspects of employment law such as termination of employment (including redundancy), transfer of business, bullying and harassment (including sexual harassment), managing ill or injured employees and employee entitlements. Â Her key sectors of practice are retail, healthcare, transport and construction.
Managing employees on sick leave can bring up a large array of different and unpredictable scenarios – and associated legal risks, often quite complex.  In this article, we address three sick leave related queries and address how employers can handle these issues.
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An Employee Claiming Full Pay During Sick Leave Asserted to be Caused by Work
Employees often assert that they are only on sick leave arising from some fault on the part of the employer (for example, as a result of work-related stress) and, on that basis, should be paid their full pay during the entirety of their period of sick leave – regardless of what is provided for in the employer’s sick leave policy.  This is not
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