Absence Management

Managing Absence

It is essential that managers should regularly review the absence/sickness of their staff and individual attendance should be seen as a routine feature of overall performance.  It is reasonable for you as a manager to problem solve. If an employee’s absence levels are causing concern, you should not avoid confronting any issues albeit in a sympathetic way.

• If the issue is related to their personal situation, you may be able to offer suggestions where they may be able to get help and offer whatever flexibility you can to support them if they are going through a difficult time

• If the absence is work related then you will need to explore ways of assisting the employee in the working environment

Each case should be looked at individually including factors that may be specific to the role, and discussed with the individual before resorting to formal procedures.

Timely support to staff should include:

• When an absence call is received ensure that appropriate advice is given
• Regular contact including home visits, if appropriate to assess if the person is able to return to work
• The level of support required (potential referral to occupational health services)
• On return to work to formally interview the returnee and welcome them back into the workplace (this also gives an opportunity to discuss relevant issues, this may include concern re levels, number of occurrences, reasons for etc)

Accurate and detailed records of individual’s absences/sickness’ are needed and individuals should be asked to reiterate the reason why they were off work at the return to work meeting.