It’s inevitable that your employees will at some point during their employment be absent due to illness. Most ailments last only a day or so – some a week or two – but the policy you have in place for managing absences, your contractual entitlement to sick pay and how you manage absences will all determine the level of impact on the organisation.
An employee falsely claiming to be unfit for work can reasonably be classed as gross misconduct according to the recent ruling by the Employment Appeal Tribunal.
Every year the CIPD run an annual survey report on Absence Management. The report this year was the 16th national survey to be carried out covering 1.5 million employees from 578 organisations. It found that the average employee absence level has increased slightly compared with last year, from 6.6 to 6.9 days per employee, but that there were greater variations across sectors.
Take our Absence Quiz and see how much you know about the absence process and learn what areas you could improve.
Step by Step Guide on how to add documents to an employee’s record in SAM
Read our top tips on how to use monitoring rounds and triggers to manage absence effectively.
Significant cost savings can be made through effective absence management, which may include setting targets and ‘triggers’. Research has shown that eight out of ten employers who set overall company targets think they are a successful tool in managing absence. Read our article on how to apply triggers.