We’ll help you reduce absenteeism, and all its costs - with absence management software and services.

The average cost of a sick day is over £100. And that’s before you consider the impact on co-workers, on morale and productivity, and on long-term talent retention.

We can help you minimise staff absence of all kinds – from unnecessary ‘sickies’, to the absences caused by genuine short- and long-term illnesses.

  • Get proactive about employee absence management
  • Reduce absenteeism – and all its costs
  • Improve morale and talent retention
  • Increase productivity and profitability

See how we helped The Post Office transform its approach to staff absence management, and save a projected £1million in just 12 months – now nominated for a 2019 HR Distinction Award. 

Speak to an expert straight away by calling 0844 327 2293.

Or send us a message here

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Trusted by the UK’s Leading Organisations

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Managing absence with: HR Consultancy

Our team of CIPD-qualified HR consultants will:

  • Create, harmonise or simplify your absence policies and processes
  • Benchmark your wellbeing strategy
  • Support your managers throughout difficult absence cases
  • Assist your organisation during Trade Union negotiations
Find out more
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Managing absence with: HR Technology

Our HR technology is purpose-built for HR leaders. It can help you:

  • Accurately capture data in an absence management system
  • Drive follow-up meetings and management actions

Forecast future trends and develop your employee absence management strategy

Find out more
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Managing absence with: Benchmarking & Analytics

Our Insight Analysts can help you:

  • Collect the right absence-related data
  • Visualise and analyse it in the smartest ways
  • Benchmark absence data across your organisation – and against peer organisations
  • Create a roadmap for absence reduction
Find out more
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Managing absence with: Learning & Development

We can train and coach your managers to:

  • Confidently and proactively manage absence of all kinds
  • Spot the early signs of employee distress
  • Handle mental health issues with confidence
Find more out
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Insights & Resources

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How to implement flexible working successfully

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Seven reasons why wellbeing is important in the workplace

Wellbeing is a topic that is increasingly being taken seriously by workplaces across the UK. In 2016...
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Stress and absenteeism in local government

This can be a stressful time to be involved in local government as there are a myriad of challenges...
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Long-term sickness: What you need to know

Almost a third of businesses fail to measure long-term sickness absence. With long-term sickness abs...
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How can the NHS get more from flexible working?

HR leaders in the NHS understand the health service’s challenges better than anyone – so the promise...
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The HR Leadership Series: Flexible Working and Technology

Just how flexible can a workplace really be when it comes to working hours and holidays? That’s the...
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The HR Leadership Series: The Four-Day Week and Productivity

Whether it’s to gain a better work/life balance, cut the commute or just a dislike of office life &#...
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Employment laws and holidays: Knowing your employees’ rights

Businesses need to think very carefully about how they look after their employees. While it’s tempti...
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Get in touch

Or speak to an HR expert on:
0844 327 2293

Ask our experts

There are many types of employee absence – or absenteeism as it’s also referred to – from short and long-term sickness (involving people with serious conditions or personal circumstances that have to be carefully managed) to unauthorised absences (involving people who simply choose not to turn up for work).

Our latest research indicates a number of factors can influence your level of absenteeism:

  • Your workplace environment
  • Your policies and processes (Do you have a back-to-work interview process? Do you offer flexi-time? How good is your company health and wellbeing policy?)
  • Your technology for monitoring, analysing and preventing workplace absence

You can find out more about employee absence management in our latest research: Absenteeism Report 2018, 

Staff absence can be managed in a number of ways.

First of all, you can invest in HR technology to help with absence monitoring and proactive HR absence management – such as HR case management software, or an online HR knowledge portal containing your company policies and procedures.

You could also consider manager training. Mental health awareness training, for example, can help managers spot signs of stress and anxiety which we know are the biggest causes of workplace absence.

In specific cases, you might also want to seek expert help – in the form of proactive interventions and specialist HR advice – to help you manage and reduce staff absence levels.

There isn’t one universal definition of ‘long-term sickness’. According to the Department of Work and Pensions (UK), employees who are off work for more than four weeks may be considered to be long-term sick.

The CIPD, however, considers any sickness absence of eight consecutive days or more as long-term sickness. This is likely linked to the fact that this is the trigger point at which an employee must provide a doctor’s note.

What is clear is that when employees are off due to long-term sickness, employers need to strike a careful balance, ensuring they support the employees to get well.

It’s important that your company policies lay out what long term sick leave means to you. We can help you with this through our comprehensive policy review services.

All companies should offer statutory sick pay – which is currently set at £92 a week, for up to 28 weeks – but many also offer additional occupational sick pay schemes which should be detailed in your company policies.

You can find out more about sick pay in our short guide, ‘When does sick pay start? The employer’s guide’.

It’s not always possible to help an employee return to work, and dismissal may be the next course of action if relations break down and there is no other option.

When dismissing an employee who is on long-term sick leave, there are a number of factors to consider that could come up in a tribunal.

We’ve put together a short guide on this very subject, but here are a few quick tips:

  • Make sure you follow your absence procedure correctly – and evidence it
  • Show that you’ve consulted with the employee to help their return to work
  • Consider any workplace adjustments
  • Consider an alternative role in the business

Ensure you understand what the implications of the Equality Act 2010.

According to our own research, one in three recorded sick days are now related to mental health conditions.

We also know that the financial services sector is particularly vulnerable as it’s prone to much higher stress levels, as has been widely commented on by the likes of Perkbox and The City Mental Health Alliance. We cover this in more detail in our blog on Stress and Absenteeism in the Financial Sector.

There are many ways a business can improve mental health and reduce mental-health-related absence. These include:

  • Investing in manager training – to help managers to spot the early signs of mental ill health and stress-related absence
  • Ensuring your policies and processes promote openness and equality (maybe you’d like to become a Disability Confident Leader?)

Choosing the right technologies – from tools that help you record and monitor mental-health-related absences, to infrastructure that lets you offer more flexible working, and reduce stress levels amongst your employees as a result.