REWARD
How to deal with staff absences
Hannah Walters, freelance writer, considers how to tackle the issue of staff absence, while taking a look back at how it’s been handled in the past
H igh levels of staff absence cost UK organisations billions of pounds each year, which can equate to hundreds of pounds per employee. As a result of work-related stress, mental health and Covid-related illnesses, employers report absences have as much as doubled i over the last couple of years. This places a significant financial burden on organisations that may already be under pressure due to elevated levels of inflation, in addition to the current global political situation, among other things. With staff members away from the workplace, businesses are more likely to struggle to meet their goals. Productivity, efficiency, creativity and innovation suffer, key objectives and goals are harder to meet, customer service standards decline, and it becomes much harder to create a sense of community at work. Common causes of absence include: ● Covid-19
● bullying and harassment ● discrimination ● stress at work ● burnout ● mental health issues ● long-term health problems ● bereavement.
and get your team feeling both engaged and pro-active.
Ensure your attendance policy is clear Every organisation should have an attendance policy ii which outlines what’s expected, how absences are dealt with and employee rights and obligations. It will include information such as: ● the terms and conditions for work ● how the employer monitors any staff absence ● company sick pay and how it interacts with statutory sick pay ● how and when employees should inform the organisation they can’t attend ● when workers need to complete a self-certificate form or when there’s a requirement to provide a doctor’s note ● when any return to work discussions might be necessary. Most organisations include their
There are several approaches to tackling staff absences. Here are a few effective ways your organisation can reduce staff absence staff can access this information whenever required Check and update your existing attendance policy, ensure it’s clear and that your
| Professional in Payroll, Pensions and Reward | May 2022 | Issue 80 32
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