Statistics suggest that employee absence costs the UK economy billions of pounds every year. Employee absences are both costly and disruptive. When you take into account the disruption and lost work caused by other employees having to cover for absent colleagues, you can see that absenteeism is a significant factor in damaging your profits.
At McDade Roberts we help businesses maximise their profits in many ways. How could reducing your employee absence impact your bottom line? Probably significantly. Read below for some tips.
Track the problem
Can you identify any particular problem areas? Are there patterns of absence? Does a particular department or employee have a below average record?
Focus on morale
Unhappy staff are more likely to take time off. A financial incentive for low absence is one solution but creating a friendly environment, where staff feel valued as part of a team and where flexible, family friendly policies are in place is likely to prove more effective at keeping absenteeism to a minimum.
Support sick employees
Long-term sickness must be handled sensitively. An employee’s permission must be sought and given before applying for a medical report. Keep in touch so that the employee doesn’t feel isolated. Consider referring them to an occupational health specialist. This can identify ways of helping them return to work and give you an indication of how long the absence is likely to last.
Have a clear policy – and enforce it
Make sure staff are well informed regarding sickness policy and procedures and that these are seen to be followed, and keep accurate records.
It is sensible to ensure that employers are aware of the right to request an independent medical assessment in the event of an employee taking substantial numbers of days off work.
Make it company policy always to carry out a return to work interview. This may just let the employee know that their contribution was missed, or it could help identify underlying problems that will affect your management strategy. It may also deter staff from feigning illness.
Remember that disciplinary action for unacceptable absence must be distinguished from capability procedures related to illness. Employers need to be aware of the full range of conditions which come under the Disability Discrimination Act 1995. In this case, reasonable adjustments must be made to help the employee return to work.
Employee absence is a serious issue for most small businesses, but there are steps you can take to minimise its impact. However, we recommend that you take professional advice before altering contracts or terms and conditions of employment.