Managing Absenteeism

1. Know the legal framework.

2. Define what are unacceptable levels of absence before action will be taken.

3. Absence should be recorded, monitored and managed.

4. Establish formal reporting procedures, so employees know who they should inform when they will not becoming into work.

5. Employees also need to know whether they need to bring in self-certification forms and doctors’ medical certificates.

6. Hold return to work interviews so you can establish the reason and whether the illness is likely to recur.

7. Train line-managers so they are key figures in absence control and provide support and advice for them.

8. Maintain a safe and healthy workplace.

9. Motivate and gain commitment from staff.

10. Consider offering incentives for attendance.

11. Evaluate the absence control policy by seeing if absence levels are falling.

Do's and Don'ts

Do:

Monitor absence rates.

Treat each case individually.

Avoid a culture of leniency towards absenteeism.

Encourage managers to set an example of good attendance.

Train and support line managers.

Don’t:

Accept absenteeism or brush it under the carpet; it can be reduced in all organisations.

Engender a climate of distrust.