SEO Focus Keyword: Employee Who Called in Sick but Was Working Elsewhere
Introduction: Suspected Employee Sickness Absence Fraud
Employee sickness absence can create serious problems for UK businesses, particularly when staff misuse sick leave to undertake paid work elsewhere. Although most employees report genuine illnesses, some exploit their employer’s trust for personal financial gain.
At Corporate Investigations, our dedicated UK investigation team helps employers uncover suspected workplace misconduct through lawful, discreet investigations. With over 15 years of investigative experience, we understand the importance of obtaining Evidence to a Court Standard.
This case study, Employee Who Called in Sick but Was Working Elsewhere, illustrates how professional surveillance can help establish the facts. It also highlights the importance of reliable evidence before employers consider disciplinary action.
Confidentiality note: This is an illustrative case study based on a typical workplace investigation scenario.
The Background – An Employee’s Suspicious Sickness Absence
A UK business contacted Corporate Investigations after becoming concerned about an employee who had repeatedly reported sickness absences.
The employee worked in a physically demanding role and had recently taken several periods of sick leave. During these absences, the employee claimed that a medical condition prevented them from carrying out their normal duties.
However, management received information suggesting that the employee might be working for another business while receiving sick pay.
The employer noticed several concerning factors:
- Repeated sickness absences that followed a similar pattern.
- Reports suggesting the employee was undertaking paid work elsewhere.
- Concerns about possible misuse of company sick pay.
- Increased pressure on colleagues covering the employee’s duties.
- Potential breaches of the employee’s contractual obligations.
Nevertheless, the employer understood that suspicion alone did not establish misconduct. Furthermore, working elsewhere during sickness absence does not automatically prove dishonesty.
Therefore, the business approached Corporate Investigations to establish the facts through an independent investigation.
The Client’s Objective – Establishing the Truth
The employer wanted clear, reliable evidence before deciding whether further action was appropriate.
Our investigation focused on determining whether the employee was undertaking other employment during their reported sickness absence.
Additionally, the client wanted to understand the nature of any work undertaken and whether it appeared inconsistent with the employee’s stated limitations.
The investigation needed to remain discreet, proportionate and compliant with relevant UK privacy and data protection requirements.
Our objective was straightforward: gather factual Evidence to a Court Standard that could support a fair and informed employment decision.
Our Investigation – Discreet Employee Surveillance
Corporate Investigations developed a targeted surveillance plan based on the information provided by the employer.
Our experienced investigators assessed the circumstances before identifying suitable opportunities for lawful observation.
Stage One – Reviewing the Available Information
Initially, our investigation team examined the employee’s reported absence dates and the concerns raised by management.
We also considered the employee’s stated work restrictions and the nature of their usual employment.
This assessment helped establish a proportionate approach and avoided unnecessary surveillance.
Stage Two – Conducting Professional Surveillance
Our investigators conducted discreet observations in publicly accessible locations during selected periods of reported sickness absence.
During surveillance, the employee was observed travelling to another business premises and undertaking activities that appeared consistent with paid employment.
Furthermore, investigators recorded relevant movements and activities without interfering with the employee or approaching anyone involved.
The surveillance revealed a repeated pattern of attendance at the second workplace.
Stage Three – Gathering Photographic and Video Evidence
Where lawful and appropriate, our team documented relevant activities through time-stamped photographic and video evidence.
The observations included the employee arriving at the premises, carrying out physical tasks and leaving after several hours.
Importantly, the evidence recorded what investigators could directly observe rather than making assumptions about the employee’s medical condition.
This distinction was essential because an employee may sometimes undertake alternative work while remaining unfit for their usual duties.
Stage Four – Preparing the Investigation Report
Following surveillance, Corporate Investigations prepared a detailed report for the employer.
The report included:
- A chronological record of relevant observations.
- Dates and times of surveillance activity.
- Photographic and video evidence where appropriate.
- Details of observed workplace activities.
- An objective summary of the investigation’s findings.
- Supporting material organised to preserve evidential integrity.
Consequently, the employer received a structured account of the employee’s activities during the reported sickness absence.
The Findings – Evidence of Working During Sick Leave
The investigation established that the employee had attended another workplace during periods when they had reported being unfit for their usual role.
Our investigators also documented physical activities that raised legitimate questions about the employee’s stated work restrictions.
However, surveillance alone could not establish whether the employee was medically fit for their contracted duties.
Instead, the findings provided the employer with evidence that justified further enquiries.
The employer could then compare the observations with the employee’s sickness declarations, contractual obligations and any relevant occupational health advice.
The key finding was that the employee’s activities warranted a formal review, supported by independently documented evidence rather than workplace rumours.
The Outcome – Supporting a Fair Employment Investigation
Following our investigation, the employer received a confidential report containing the relevant observations and supporting evidence.
The business used the findings to inform its internal employment investigation and determine whether further disciplinary enquiries were necessary.
Crucially, the employer could approach the employee with specific questions rather than relying on unverified allegations.
The evidence also helped management assess whether the employee’s outside activities potentially conflicted with company policies or sickness absence declarations.
As a result, the business gained a clearer understanding of the situation and could consider appropriate action under its procedures.
Corporate Investigations remained independent throughout the process, providing factual evidence rather than deciding the employee’s guilt or recommending a predetermined disciplinary outcome.
Why Professional Employee Surveillance Matters
Suspected sickness absence fraud can affect productivity, staffing costs and workplace morale.
However, employers must avoid making accusations without reliable supporting evidence.
Professional private investigators can help businesses establish the facts while reducing the risks associated with poorly planned internal enquiries.
At Corporate Investigations, our approach prioritises:
- Discretion: Protecting client confidentiality throughout the investigation.
- Professionalism: Conducting enquiries through experienced UK investigators.
- Lawful evidence gathering: Respecting privacy, data protection and employment rights.
- Accurate reporting: Documenting observations without speculation.
- Evidence to a Court Standard: Preparing evidence with accuracy, integrity and potential legal scrutiny in mind.
Moreover, our director is a member of the IPI (Institute of Professional Investigators), reflecting our commitment to professional standards within the UK investigation industry.
With over 15 years of investigative experience, we understand the challenges businesses face when dealing with sensitive employee matters.
Can an Employee Legally Work Elsewhere While on Sick Leave?
Working for another employer during sickness absence is not automatically unlawful in the UK.
For example, an employee may be medically unable to perform one physically demanding job but remain capable of lighter duties elsewhere.
However, outside employment may raise serious concerns when an employee:
- Makes false statements about their illness or work capacity.
- Breaches contractual restrictions on secondary employment.
- Undertakes activities that contradict specific sickness declarations.
- Dishonestly claims contractual sick pay.
- Fails to comply with reasonable employer policies.
Therefore, employers should assess each situation individually and follow a fair investigation process.
Where appropriate, legal or occupational health advice may also help establish whether misconduct has occurred.
How Corporate Investigations Helps UK Employers
Corporate Investigations provides discreet private investigation services to businesses throughout the UK.
Our dedicated investigation team supports employers facing concerns about workplace dishonesty, misconduct and potential financial losses.
Our corporate investigation services include employee surveillance, suspected sickness absence fraud investigations, workplace misconduct enquiries and evidence gathering.
Additionally, we understand that employment investigations often involve sensitive information and reputational risks.
Therefore, we focus on proportionate investigative methods, confidentiality and clear reporting.
Our experience enables us to identify relevant facts efficiently while maintaining the professional standards clients expect.
Key Lessons from This Employee Sickness Absence Investigation
The Employee Who Called in Sick but Was Working Elsewhere case study demonstrates why employers should investigate suspected misconduct carefully.
Although the employee’s attendance at another workplace raised significant concerns, the observations needed to be considered alongside medical and contractual circumstances.
Professional surveillance helped establish what occurred without relying solely on hearsay.
Furthermore, the investigation provided a factual foundation for the employer’s next steps.
Ultimately, reliable evidence supports better decisions, protects legitimate business interests and helps employers maintain fair workplace procedures.
Contact Corporate Investigations – Free 30-Minute Consultation
Are you concerned that an employee is claiming sick leave while secretly working elsewhere?
Perhaps you suspect sickness absence fraud but lack the evidence needed to establish the facts.
Corporate Investigations can help you assess your concerns and identify suitable, lawful investigative options.
Our dedicated UK team brings over 15 years of investigative experience to sensitive corporate enquiries. Furthermore, our director’s membership of the Institute of Professional Investigators reflects our commitment to professional practice.
We provide discreet surveillance, confidential investigation reports and Evidence to a Court Standard, where the circumstances and evidence permit.
Call Corporate Investigations: 0800 334 5440
Website: corporate-investigationsuk.co.uk
Contact us today to discuss your concerns confidentially and discover how professional employee investigations can protect your business.
