Vocational rehabilitation The business case for retaining newly disabled staff and those with a long-term health condition

Calculating the figures
If any redundancy sum is payable the sum can be established via a link to a
ready-reckoner based upon UK redundancy legislation.
www.direct.gov.uk/redundancy.dsb
It may be that your own organisation operates an enhanced redundancy package.
The level of Employer National Insurance contributions can also be found from similar
tables. www.hmrc.gov.uk/rates/nic.htm
Training investment may be derived from dividing the annual corporate training budget
by the number of employees and then multiplying the answer by the number of years
of service of the employee.
Recruitment costs may be approximated to percentages of employee’s salaries and
listed as a one off cost item. Acceptable approximations may be taken to be 10 per cent
for secretarial and administrative staff, 15 per cent for middle ranking management and
20 per cent to 25 per cent for senior management.
Statutory Sick Pay entitlement may be obtained from tables via the revenue and
customs section of the HMRC website.
www.hmrc.gov.uk/manuals/spmmanual/spm10710.htm
Productivity losses are highly subjective. The induction period whilst a new member
of staff comes up to speed may be taken to be the probation period. A replacement
worker may be assumed to operate at 80 per cent of the productivity efficiency of the
person they replace.
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