Such absences are usually without notice and very often leave organisations struggling to maintain an effective service.
It can sometimes be difficult to determine whether short-term absences are legitimate, since the employee will usually self-certify rather than provide a doctor’s medical certificate.
There are a number of effective interventions in managing short-term absence, including;
Sagegreen can offer other useful and practical interventions to help you manage short term absence.
Disciplinary procedures for unacceptable absence may be used to make it clear to employees that unjustified absence will not be tolerated and that absence policies will be enforced.
Line managers have an important role to play in the management of absence. They should be trained in;
We can help train your line managers to understand and operate effectively in these matters. We’re just a quick ‘phone call away.
There are a number of actions the employer should take once it becomes clear that the nature of the illness will mean a period of prolonged absence.
The role of the line manager is vital in managing long-term absence but other interventions are also important, including;
Do you know what steps you should take in the recovery and return to work process?
We can advise you and help you with these, to ensure the most effective and practical results for the company and the individual.
Having ensured that you have management buy-in to your absence policies, the essential ingredients of managing sickness absence include data collection and communication.
It is important that you collate data on individual absence, identify the causes of absence and keep relevant records. Your employees must be notified of the requirements for reporting sickness absence.
It is also important to keep in touch with absent employees, especially those on long term sickness absence in order to keep abreast of how the employee is feeling and to communicate company news.
You should ensure that managers have the capability and confidence to conduct interviews and to support staff as appropriate during and following sickness absence.
For example, could your mangers answer the following questions:
We can work with you to determine the possibility of flexible working arrangements, or how to conduct meetings with employees to resolve short term absentee issues.