ATTENDANCE MANAGEMENT

attendance management

ten guidance tips

1. It is important for employers to adopt and implement an attendance management policy and, for this,
an accurate assessment of absence levels and patterns will be necessary.

2. The main aim of an attendance procedure is to encourage reliable attendance. The procedure
should have triggers, so when a certain level of absence is reached, escalations are initiated.

3. Line Managers play a vital role in supporting employees, it is important that employers develop line

manager capability to manage absence effectively. Employers who boost the management skills of
their line managers have witnessed improved absence rates.

4. There must be clear rules on the reporting of all periods of absence, and absence levels should be

consistently and accurately recorded. More and more organisations have a target in place to reduce
absence, and it is possible to reduce absences because of this.

5. Having deterrents in place, send a clear message that absence is actively managed. Some

examples include disciplinary procedures, return-to-work interviews and restricting sick pay. Return-to-
work interviews are currently the most effective in facilitating employee attendance.

6. Non genuine sickness (pulling a sickie) is one of the top five causes of absence. So, as well as

compiling data on the number of days lost, establish why employees fail to attend work, and
considering ways of encouraging higher levels of attendance.

7. Training workers and managers on how to cope with stress, mental health problems and other

wellbeing issues can have a significant impact. By promoting healthy lifestyles, for example some of our
clients offer free gym membership or organise a weekly work-walking club.

8. Attendance incentives to encourage higher attendance levels and discourage unnecessary absence,

are on the rise. Examples we have come across include cash rewards, extra day’s holiday and staff to
leave early on payday if they achieved 100% attendance

9. Some of our clients maintain some discretion over the payment of sick pay, thus allowing the
decline or withdraw of payment if there is a proper reason to do so.

10. It should be made clear that disciplinary action will be taken against employees who take time off
work without good reason or without providing proper notification.

All information in this publication is only intended as a guide. If you would like to discuss any of the
enclosed or have an issue that requires professional HR advice, please call us on 028 900 800 17 or
email [email protected]

©2017 Catherine Kane Associates www.catherinekaneassociates.co.uk