Absence makes the heart grow fonder...?
One of the most common queries we encounter in the Employment team is how to manage employee absence in order to reduce high or increasing levels. Whilst we understand that genuine cases of employee sickness do crop up from time to time, high levels of absence can have a profound effect on business and productivity.
Here, we share with you our top 5 tips for managing absence:
- Its good to talk
Make it your company's policy that employees phone and speak with their manager if they cannot come into work. You can ask the employee why they are sick and even how long they think they will be absent and whether they intend to see their GP. This isn't prying – but it can help you organise cover and manage their return to work.
- Keep in touch
Keep in touch with your employee on a regular basis whilst they are absent. You have a duty of care to check they are OK so a quick phone call to see how they are is acceptable (but don’t harass them!)
- Coming back
Make sure you conduct a quick return to work interview with the employee and record the reason for their absence and the number of days off so they know their absence has been noted. Also discuss any work place support that may be appropriate.
- Keep a record
Record absences and monitor trends in absence to support any formal management action.
- Seek advice If the absence is prolonged or if you notice a trend with recurrent short term absence, seek advice. Both the Employment and HR Consultancy Teams can offer Occupational Health consultations and reports to inform management decisions when dealing with such absence.
As an employer do not therefore forget that you are entitled to manage and deal with employee absence and ultimately to dismiss those who do not reach acceptable attendance levels.
« Back to News & articles