Hi @LEONA47 - it’s a bit long but hope it will help and please do not hesitate to ask any follow up questions!
I am a Senior HR business partner and I would always suggest my employees to take the time off if they need too. If you’re company offer 6 months full pay and 6 months half pay, that’s great. You’re also entitled by law up to 28 weeks SSP, statutory sickness pay.
I would also enquire to HR about long term disability scheme, such as Group income projection (GIP) which your condition will cover. It usually offers 60 to 66% of your base salary and should be under your benefits section of the intranet or just speak to your manager/HR direct. They need to raise a claim and it can be a lengthy process, so for example I (as HR) would have to raise the claim within 3 to 6 weeks of the long term absence being declared (when it’s declared) and give evidence (sick note)
That’s kind of the "formal " route in case you run out of informal options.
I would say I have 2 good weeks (ish) out of 3 and my employer has been really flexible and didn’t put any pressure on me to work. I’ve just started treatment so also still adapting. I’d like to work it’s whether I can further down the line. Have 6 months of chemo too, my situation is slightly more complex as was on fixed term contract ending in December. Anyway.
To your question:
Would i need to keep getting sick notes if i needed a week off after each chemo? See below:
I would check with your employer/manager how they want sickness recorded. Usually the sickness clock does stop if you’re back at work ofc, but doesn’t restart to zero if you had time at work, and you’re off sick for the same condition.
Your manager should enquire about how to record your absence w HR (If he hasn’t already) or agree w you how he wants to be notified. I think he’s trying to help you, by going the informal route, by saying keep "working " when you can and this could be half day every so often but I would also make sure you get whatever agreement/arrangements in writing to cover yourself (your manager could move to another job for example). He’s thinking is, if you’re not officially off sick, and no sickness appears in the system you’ll remain on full pay without tapping into your sickness allowance. Which is fine if you and your manager are on the same page and there isn’t the expectation of delivering work if /when you’re unwell. He’ll also have to think about the team moral /dynamic if you’re part a big team butbthsst for him to manage!!
To your question:
So i guess after all the above is the general rule you only cann get full pay for 6bmobthd in an 180 day period. It cannot be split.
I don’t know the rules in your company, sorry you would need to check BUT in my experience you should be able to split it. That’s what usually happens if you had a cold (a week) a minor op (6 weeks full pay) and broken arm (8 weeks full pay) in same year for example or simply a mental illness which allows you to work some time but not all of the time. You employer should offer flexible working pattern to adjust to your condition and how you feel (that’s by law anyway and your doctor can tick "fit for work but w amended duties).
You need to get hold of your handbook, sickness absence policy and check your contract to see what they say. Most company who offers company sickness pay /allowance, if first day of sickness started on 1st September 2023 for example, is based on a 12 months rolling basis: meaning that the clock wouldn’t restart in Jan 24 for example. (Hard for me to be definitive as I don’t work where you are but they seem alright!) Please do check that.
I would definitely check the policy and procedures.
I would speak to your manager and ask about how he wants to be notified about your sickness
I would confirm whether or not you’re happy to work reduce hours and that doesn’t mean reduction in pay (that’s the key bit) have that in writing (email is fine)
I would confirm your typical pattern of work. Ei week 1: off sick or work from home. Week 2 to 4 : work from home 3 half days for example.
I would keep a track Record for myself of the days intake off sick. If you have a system where you can directly enter your absence, like self service (SAP HR or workday) I would enter my sickness directly (if that’s what your manager is happy for you to do) usually reports are then run by HR payroll and they can see who was off sick and for how many days. They can share that w you. That is the official route, as anything recorded formally in a system, payroll and HR will see and the sickness allowance clock will start counting the days off sick.
If you’ve agreed an informal route, with no recording of absence of absence management, system, simply keep track for yourself.
Last but no least. Which ever you agree from your conversation w manager, he should be following up in an email. If he doesn’t for a couple of day, I would suggest you did!
Sorry long winded answer but I tried to break it down for you and I hope this helps.
Don’t hesitate to ask any questions!! 
Gwen xx
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this cycle was not good for my gut and got also UTI great!!! big hugs xxx
seems a bit silly and counter productive especially if you do intend to come back at some point, it’s easier to have but size chuncks updates than 6 months worth of it in one go!!