Absence is a major cost to organisations. Absence management therefore is commercially sensible. Good practice in absence management is a combination of several elements. At the organisational level, absence management must be a strategic business objective with proper policies in place. At the line manager level active management is required.
Our approach is to work with clients to design and develop a robust absence management strategy and a workable absence management policy, and to work with line managers to ensure that they understand and can manage the day-to-day difficulties associated with staff absence.
- Good strategy, policies and procedures
- Line manager training and staff communication
- Confronting poor attendance
- Review Sick Pay Scheme
- Return to work interviews
- Review of occupational health support
- Fairness, flexibility and the working environment
The Chartered Institute of Personnel and Development (CIPD) annual absence survey shows absence has remained fairly static over the last five years, with an average absence rate varying between 3.8% and 4.4%. Stress-related absence has been increasing steadily over the last fifteen years. In the latest report from the CIPD, more than half of the employers questioned reported an increase in stress-related absence in the past year alone. |
