Apologies, not sure that I understand your post fully. Can you say more about what is happening to you, and what do you mean by being one 'NOC'? If you are genuinely too unwell to be at work at the moment but are making every effort to get well and return to work as soon as you can then you have nothing to feel guilty or worried about.
I did work in NHS HR for many years and my experience was that there was a bit of an obsession with 'consistency' in the management particularly of frequent short term absence, which led to quite rigid policies being applied usually based around Bradford scores or a similar methodology, and an insistence on managers having lots of informal meetings and giving out informal warnings about sickness. On the one hand I can see the desire for consistency and a robust approach in such a large and cash strapped institution, but on the other I don't necessarily think the NHS always takes the most effective approach, the 'chancer' types are not stupid and will work out exactly how much time off they can take without hitting the 'trigger' points and without fail be ill for exactly that time every time, whereas the odd person who had some bad luck and multiple episodes of real illness was genuinely upset to be 'called in' about their sickness (although applied fairly an informal meeting shouldn't be seen or felt to be a punishment, but of course this depends on the manager handling things sensitively and supportively which isn't always the case). I'm not sure the guidelines around disability and allowances being made for disability related sickness were ever properly/consistently applied either. So yes I think there is room for improvement there.
On the plus side I don't think in my whole NHS career I ever saw a case of true injustice, e.g. someone being given a formal warning or dismissed for their attendance where they didn't need to be. I can count on one hand the number of cases pushed through to final stages over frequent short term absences (and these weren't chancers being disciplined for skiving, these were people that due to genuine health conditions weren't coping at work, and the vast majority were supported either down an ill health retirement route, or into another job/different hours that they coped with better). I would say it was far more common for a situation where attendance was poor to have been allowed to go for years and years without any real action being taken, than managers being 'trigger happy' and trying to discipline people over genuine short term issues.
Long term absence it was more common to see formal cases but again mostly people either returned to work once they were better or took ill health retirement or chose to leave of their own accord. When it comes to long term absence I would say the NHS processes and policies are much better and are usually very supportive - of course there comes a point when a decision has to be made and the person needs to either come back to work or move on somehow, but I would say the NHS is much more patient in waiting for that point (years sometimes) than the private or third sector where they might be hassling for a return date within weeks of the person being off...