Most companies that have an absence policy define what is considered Long Term Absence. There are usually management tasks linked to absence that is categorised as long term. Commonly, managers are asked to refer long term absentees to Occupational Health and to have a welfare meeting with the employee. But how many organisations would start these activities already as soon as the manager knows the absence is likely to become long term?
Managers may often feel that they ‘know’ when employees are faking an absence. The gut feeling may be based on their personal relationship with the employee or the fact that they have noticed patterns of absence e.g. repeatedly taking sick days on a Friday. Relying on instict is not an approach we recommend. This article explains the best practice for addressing absences that you think may not be genuine.
Does your organisation have fiendishly complex absence policy? Do you need to juggle a combination of different terms and conditions for different staff members? Does the policy change based on length of service? Do you want to track pro-rata allowances for part-time employees? If you answered ‘yes’ to any of these questions, Engage can help you manage the data.
The Bradford Factor is a neat mathematical formula for calculating absence levels and triggering management action. It is focused on targeting frequent short-term absence, based on the principle that this type of absence is more disruptive to the workplace. The Bradford Factor formula is: Continue reading
Absence is the second largest cost to employers after salaries so its importance should not be overlooked. Every company should set absence management goals and monitor them regularly to make sure that this significant cost does not get out of hand. Absence management works on three levels, from the individual to the organisation, so goals should be set for each area: Continue reading
Whilst absence triggers can be highly effective in cutting your absence levels, the way you set them is critical to their success. Understand how your absence policy works in real life when employees start to take advantage of loopholes. Continue reading
The theory is that setting absence targets improves attendance at work but is there evidence to back this? XpertHR has published figures stating that only 44% of employers in the UK set attendance targets, yet of those, 79% believe that the targets have drastically improved their experience of absence management. So why haven’t more companies joined in? Continue reading
We’ve made Engage a little bit more amazing again by enabling advanced settings editing for end users. Continue reading