Absence is a management issue, not a medical one. That is why similar organisations with similar work profiles can have very different absence levels. The difference is not that the employees in one company are more ill. The difference is that one company is managing absence better than the other one.
Any absence is a cost to the employer, regardless what the line of work or sick pay policies. And if absence is not measured, it can’t be managed. Therefore, it’s always recommended to start recording absence ideally before it becomes a problem. However, if you’re looking for a solution to turn around a culture of poor attendance, it is never too late to start.
Early intervention has always been our mantra. The sooner an absence is reviewed and the appropriate action taken to put a plan in place for a return to work, the better the outcomes. Short of spotting any warning signs for problem before it escalates to an absence, there’s no better time for early intervention than the first day of absence. We’ve shared some scary stats in the past that should give us enough reason not to be idle while an absence gradually becomes long term, but if you were wondering how to achieve this in practice, Day-1 OH could be the solution you’ve been looking for. Continue reading
Wellbeing champions are employees, who choose or are chosen to focus on improving the wellbeing of their fellow colleagues as part of the company wellbeing initiatives. Continue reading
Employee wellbeing is not just a nice company value but it can become an important factor in productivity. As Susan Silcox outlines in her report published by XpertHR, poor wellbeing has many detrimental consequences to the business. Continue reading
We’ve written about this before, but now it’s finally here. Employers in England and Wales are now able to refer employees to Fit for Work, the government service set up to help working people on long-term sickness absence.
Fit for Work provides occupational health services to people who have been, or are likely to be, off work for four weeks or more. It is particularly aimed at small and medium-sized businesses (SMEs) that have little or no occupational health support. 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
Rick Arora has put together an infographic on the science of stress. It shows how varied the reasons causing stress can be and how the effects of stress are not just psychological but physical. Continue reading
A phased return to work is a plan laid out for individual staff members who are returning to work after a period of long term absence (over 20 days or 4 calendar weeks). Continue reading
Staying in regular contact with absentees can be tricky at best of times but it’s risky to overlook long term absence. Continue reading
The return to work interview has been proven to be the single most effective tool for managing short-term absence. Continue reading