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AIBU?

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Original poster

To think this should be sick leave not annual leave?

140 replies

Toddlerteaplease · 07/12/2025 15:27

I am having a new treatment for a chronic neurological condition. It’s two IV infusions 15 days apart, then 6 monthly after that. The first infusion fell on my days off. I told my manager that I’d need the day of the second infusion off. But apparently I either have to swap a shift or take it as annual leave. I can’t have it as sick leave as I’m not technically sick. (She is fully aware of the diagnosis!) I work in the NHS. Is this correct? I feel slightly aggrieved at having to use annual leave for something I have no choice over! And my sickness record is very good!

OP posts:
Candyflosscrochet · 07/12/2025 17:35

I'm nhs too. Recent diagnosis of a chronic condition that needs occasional specialist service input. I was going to take annual leave for an appointment next week but my manger advised I should register my condition and can then take it as disability leave, which I've done and it's been approved.
I think it's manger discretion but worth exploring.

Greyarabsdrinkthewind · 07/12/2025 17:34

I work for the NHS have a twice yearly planned procedure always goes down as sick leave no one quibbles it.
As well as speaking to HR go to OH for support.

Original poster
Toddlerteaplease · 07/12/2025 17:26

I’ve already had Lemtrada and tysabri. This one is a very new one called Ubliximitab. This o r has had the worst side effects so far and only had a small dose. Not looking forward to the next one!

OP posts:
Original poster
Toddlerteaplease · 07/12/2025 17:25

I am more than happy to arrange future treatments and my appointments on days off. That’s what I’ve always done. It’s just those one can’t be changed due to the drug protocol.

OP posts:
Whatsthatsheila · 07/12/2025 17:22

foodlovefood · 07/12/2025 16:37

I am nhs. I would first arrange shifts or days off to accommodate the appointment. Then no sick leave or annual leave is needed.

ig using sick leave and on going, it would fall under sickness management, especially if you ended up being off sick with colds etc. as a manager I probably won’t take treatment days into consideration if having to manage sickness.

see if you can swap shifts. Others may have long term conditions that require check ups and can’t take this as sickness days. I do and just swap shifts to cover it.

Nope. Any sickness absence related to disability comes out of sickness allowance but should not ever be used for absence management processes like saying someone’s had too much time off.

as op has stated they have MS I would put a bet on she’s probably having an immunosuppressant tx such as lemtrada so there also needs to be additional adjustments to ensure she’s not compromised at work - particularly in a pt facing role and any illness caught at work due to suppressed immune system related to disability treatments should not be considered as part of absence management processes eg saying she’s had too much time off

susiedaisy1912 · 07/12/2025 17:14

Could you just swap a shift on this occasion but take advice from your union rep for any future treatment

Purplevelvets · 07/12/2025 17:09

Toddlerteaplease · 07/12/2025 16:57

@Popadomorbreadyes, MS. Occupational health referral was done a while ago. But not overly helpful. I’ve had it for years. The last treatment I had was ten years ago and that was sick leave then, as I was in hospital for 5 days. My managers have always been very supportive of me. So it’s not a complaint at them. She said she wanted to just give it me off but had been told she couldn’t. I’ll see if I can find who to speak to in HR. I’ve not mentioned that I’ll almost certainly need the next day off yet, as the previous drugs I’ve had have wiped me out and this one gave me a headache. The next dose is bigger than the first, so expecting worse side effects.

Weirdly, the following day, if you're too unwell to work, would count as sick leave.

Shelby2010 · 07/12/2025 17:05

What time is your appointment? At my work, planned medical treatment would be sick leave, although GP appointments wouldn’t.

Can you say that your appointment is at 9am, so you will be in at 10 am unless you are too ill from the side effects. In which case you will take the rest of the day off as sick. Which is true if you are not well enough to work.

Wellyoudidaskaboutit · 07/12/2025 17:04

I have IVIG for 2 days every 6 weeks. I used to take annual leave but now I have treatment on non consecutive days to alleviate side effects and can occasionally get a bed on a Saturday.

I think it’d be unreasonable for me to ask for 16 extra days off a year sadly.

Original poster
Toddlerteaplease · 07/12/2025 16:57

@Popadomorbreadyes, MS. Occupational health referral was done a while ago. But not overly helpful. I’ve had it for years. The last treatment I had was ten years ago and that was sick leave then, as I was in hospital for 5 days. My managers have always been very supportive of me. So it’s not a complaint at them. She said she wanted to just give it me off but had been told she couldn’t. I’ll see if I can find who to speak to in HR. I’ve not mentioned that I’ll almost certainly need the next day off yet, as the previous drugs I’ve had have wiped me out and this one gave me a headache. The next dose is bigger than the first, so expecting worse side effects.

OP posts:
Firefumes · 07/12/2025 16:57

If you don’t have a flexible employer, it’s normal to take medical appointments in your own time.

My employer doesn’t mind if I go to appointments during work hours then make up the time, but I’m in a senior enough position where that trust is built in. I don’t have to ask for permission per se but just manage my own calendar. I normally try to align appointments with lunch or start/finish times so I still do a whole day around that. However my job is digital & can be carried out remotely, so I don’t need to be on site or do anything operational or customer facing.

I think what you’re asking for is some sort of special paid leave for medical appointments.

I don’t think it’s sick leave either, but you’re welcome to take it as sick leave if you follow sickness absence protocol on the day?

MrsVBS · 07/12/2025 16:52

In my department, also NHS, this definitely wouldn’t be annual leave, speak to HR, there are ways of recording special leave and your condition may come under a protected characteristic.

ByQuaintAzureWasp · 07/12/2025 16:48

What time of day is the appointment?

foodlovefood · 07/12/2025 16:37

I am nhs. I would first arrange shifts or days off to accommodate the appointment. Then no sick leave or annual leave is needed.

ig using sick leave and on going, it would fall under sickness management, especially if you ended up being off sick with colds etc. as a manager I probably won’t take treatment days into consideration if having to manage sickness.

see if you can swap shifts. Others may have long term conditions that require check ups and can’t take this as sickness days. I do and just swap shifts to cover it.

Whatsthatsheila · 07/12/2025 16:30

dragonballet · 07/12/2025 16:27

This is not an accurate reflection of the EA2010. It does not require employers to do what this poster is stating.

Show quote history

Of course it does. Eq Act is OP shouldn’t face any disadvantage for time taken for appts or treatment relating to condition.

a reasonable adjustment is allowing time for treatment to be taken as sick leave

dragonballet · 07/12/2025 16:27

Whatsthatsheila · 07/12/2025 16:17

Nope nope nope nope

in taking a wild guess in my head what the condition and tx is but I won’t post here for privacy reasons in case I am right.

if it’s related to a long term condition then it falls under the equality act - it should be classed as paid sick leave and it should not be counted towards any absence management processes/investigations

this would be a reasonable adjustment under the equality act

your manager is obviously aware of this condition so should be making proactive steps to implement adjustments and you should ideally have a workplace adjustments document in place.

if you are not in a union join one now

seek advice from your EDI team about policies etc.

wise yourself up on the equality act

get an appt with occu heath to discuss your conditions and needs and get them to send your manager a copy of recommended adjustments.

Show quote history

This is not an accurate reflection of the EA2010. It does not require employers to do what this poster is stating.

Purplevelvets · 07/12/2025 16:25

I don't think it's sickleave. My employers would treat it as special leave but there's no "entitlement" to that, unless your condition is a disability.

TMMC1 · 07/12/2025 16:22

Just swap a shift. You’ve stated that’s an option so what’s the issue?

Zanatdy · 07/12/2025 16:22

In my team i’d tell them to take it as an appointment day. It’s not sick though, but I wouldn’t make them take AL. I’d just do it offline.

Comefromaway · 07/12/2025 16:22

It would be sick leave in my workplace but would be unpaid. Policy is that there is no time off for routine appointments but something like this would be different.

however we would offer for it to be taken as paid annual leave

Twilightstarbright · 07/12/2025 16:20

Just to offer some sympathy OP. It’s shit enough having these sorts of health conditions and then feeling like by being honest about needing time for an essential medical procedure is punished. Imagine you had kept quiet and just phoned in sick to n the day- much more disruptive for them.

Whatsthatsheila · 07/12/2025 16:17

Toddlerteaplease · 07/12/2025 15:27

I am having a new treatment for a chronic neurological condition. It’s two IV infusions 15 days apart, then 6 monthly after that. The first infusion fell on my days off. I told my manager that I’d need the day of the second infusion off. But apparently I either have to swap a shift or take it as annual leave. I can’t have it as sick leave as I’m not technically sick. (She is fully aware of the diagnosis!) I work in the NHS. Is this correct? I feel slightly aggrieved at having to use annual leave for something I have no choice over! And my sickness record is very good!

Nope nope nope nope

in taking a wild guess in my head what the condition and tx is but I won’t post here for privacy reasons in case I am right.

if it’s related to a long term condition then it falls under the equality act - it should be classed as paid sick leave and it should not be counted towards any absence management processes/investigations

this would be a reasonable adjustment under the equality act

your manager is obviously aware of this condition so should be making proactive steps to implement adjustments and you should ideally have a workplace adjustments document in place.

if you are not in a union join one now

seek advice from your EDI team about policies etc.

wise yourself up on the equality act

get an appt with occu heath to discuss your conditions and needs and get them to send your manager a copy of recommended adjustments.

ChristmasinBrighton · 07/12/2025 16:15

Speak to your union rep.

DarkForces · 07/12/2025 16:09

I'm an nhs manager and I'd use my option to allocate paid special leave if I couldn't find a better option. I wouldn't want you using annual leave for this. Definitely ask hr. There must be a suitable solution. The policies are clear as mud at times so I expect your manager has misread.