Managing absences effectively and keeping employees engaged are critical components of absence management. Other essential components include monitoring absenteeism and fair and non-discriminatory policies. In addition, policies and procedures must take into account employees’ health needs. Here are some tips to help you manage absences effectively.
Monitoring absenteeism is a critical component of absence management
Monitoring absenteeism is critical for absence management and why it’s important because it can help reallocate workloads and sustain productivity. Absences can occur for many reasons, including clerical errors and communication problems. However, with proper absence management, you can reduce the chance of employment tribunal claims. Absent employees should be communicated with regularly to help them understand the duration of their absences and plan their return to work. Some cases require referral to an occupational health practitioner. This specialist will assess the employee’s health and make any necessary changes to the workplace.
Absence management policies should be clear and simple to understand. For example, they should include payment details and explain how much paid time an employee can take off. They must also clearly outline any disciplinary action the company may take if an employee is absent.
Employee engagement is a key factor in absence management
Employee engagement is essential if you want to maximize productivity and minimize absences. This is because employee engagement has a direct impact on company profitability. Employees who feel valued and engaged will work harder and more effectively than those who are not. A high employee engagement level also results in a low turnover rate.
Employee engagement measures employees’ mental and emotional commitment to their work and organization. When employees are engaged, they give extra effort and speak highly of the organization. They are also more likely to encourage co-workers to work at their best. If they feel that their boss is supportive and has a strong sense of purpose, they will likely work harder for the organization.
A successful employee engagement survey must be designed and implemented in an understandable way by both employees and managers. Surveys should be short and to the point, with a clear structure. Employees should easily understand the questions, and the goal is to have them act on the results.
Policies and procedures should be fair and non-discriminatory
Absence management is an important strategy for reducing employee absenteeism. It can include streamlined time off requests, communication, and rewards for good attendance. However, absence policies should be clear, fair to employees, and flexible enough to accommodate unforeseen circumstances. In addition, they should be consistent with company policies. This will ensure that everyone knows what the expectations are for their absences are.
Federal law prohibits discrimination in employment. Employers cannot discriminate against a person based on their race, gender, national origin, age, or disability. Moreover, they cannot refuse to hire someone because they are a smoker, a non-smoker, or a new or breastfeeding mother.
Employees’ health needs should be considered
While absence management can help a company thrive, it must also account for the needs of employees with health issues. An absence management policy should minimize disruptions and clarify employees’ rights to time off. Likewise, it must prevent unauthorized absences and improper use of sick pay schemes. CIPD has produced a factsheet outlining the causes of sickness absence and its implications for organizations.
In absence management, it is important to remember that mental health conditions can cause illness or disability. An employee with a mental health condition is more likely to take sick leave, so the absence trigger system should be adapted to their needs. Employees with mental health problems should be treated sympathetically.
Managers must recognize the symptoms of mental health issues and provide appropriate support. This can involve having supportive conversations with employees and refraining from making statements such as “pulling yourself together” or “what’s wrong” when this person is struggling with an illness. They should also encourage the employee to seek professional assistance. Finally, managers should understand that they are not medical experts and should refer employees to appropriate healthcare providers.
