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Absence Management

Posted On: 20/03/2019

There are always going to be times when an employee isn’t able to work, and this unpredictability can be challenging to manage.

The cost of absence is significant, and the knock-on effect impacts other members of staff which can result in a reduction in morale, an increase in mistakes and lower productivity. 

To effectively manage absence in the workplace businesses must monitor all instances to understand exactly what they are tackling.

What causes absence?

It’s not always sickness or injuries that keeps someone away from work.  There are many other reasons such as the need to care for a child or an elderly relative, anxiety, lack of motivation or even a disagreement with a colleague.

What is classed as absence?

Businesses must remain mindful that absence doesn’t just mean full or half days taken off work.  Managers should also report instances when an individual turns up late, leaves early, or takes long breaks as there could be an underlying issue which needs addressing.

Absence Management Systems & HR Databases

To manage absenteeism effectively businesses should record employee absence to allow them to make better informed decisions on how to take action.  With data readily available employers can:

Absence policies

It is a requirement that all businesses provide their employees with terms and conditions concerning absence from work.  We recommend that this policy includes:

It may also be a good idea to detail what is expected of employees around large events such as the World Cup.  To save unauthorised absence during such times it may be wise to consider flexible working or even airing events at the workplace. 

How to manage short-term sickness

The Return to Work interview will identify the reason for the absence, highlight if any extra support is needed or whether there is an underlying cause which needs to be managed.  Prior to any conversation following absence the manager should:

How to manage long-term sickness

When an employee is off work for more than 4 weeks, this is classed as long-term sickness.  The longer an individual is away from work, the harder it is for them to return making managing long-term sickness more challenging. 

While the employee is off work, their manager should:

What employees can do to reduce absenteeism

A firm foundation for employee engagement and a supportive workplace culture starts with strong people management policies. 

We’re here to help

Here at P3 People Management we offer an end to end automated HR data management system.  This easy-to-use, cost effective system allows businesses to instantly access data on their employees to deal with HR issues, such as managing absence, quickly. 

If you would like to discuss how we can support your absence management or if you would like a no obligation demo of the HR system please call our friendly team of HR professionals on 0161 941 2426.

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What Our Clients Say

“Following our management buyout in 2013 we had no in-house HR expertise to call on. We secured the services of P3PM at that time to ensure we had the right level of knowledge and operational HR experience to manage this major change project. Their work was first class, to the extent that we retained their services to lead all of our day to day HR activities, in addition to providing strategic leadership on people related initiatives. During that time we have successfully completed fundamental changes to our operational model, enhanced our HR policies, improved employee satisfaction and gained Investors in People accreditation. We could not have achieved this work without the engagement and support of the team at P3PM. ”

A Sullivan - Managing Director

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