Any absence policy needs to be monitored and enforced
consistently and fairly throughout the organisation to curb
unscheduled absence and unauthorised sick days. More
than half of employed adults believe their work performance is negatively impacted when attendance policies are not fairly enforced.When managing short term absence, you may need to consider the following interventions
| • | Review of individual attendance using the Bradford Factor |
| • | Return to work interviews (see point 4) |
| • | Involving line managers and occupational health professionals |
| • | Restricting sick pay |
| • | Line management involvement |
| • | Disciplinary procedures for unacceptable levels of absence. |
When managing long-term absence it is vital that you have a formal strategy in place to help employees get back to work after a prolonged period of absence. You should consider the following:
| • | For serious long term absence obtain
Access to Medical Records from employees’ Medical Advisor to assess ways in which the company can assist in the return to work |
| • | Return to work interviews |
| • | Rehabilitation programmes |
| • | Occupational health environment |
| • | Line management involvement |
| • | Restricting sick pay |
