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Setting absence triggers and targets

Employment Law & HR
BG Purple

Note: this article was first written by our colleagues at Solve HR, before Solve HR joined Law At Work in March 2020. We have imported this...

The average employee took nine days off sick last year; this is almost four times as many as their global counterparts. Australia had an average of 2.2 days. The total cost of sickness to UK organisations rose by 1.1 billion last year. So, in order to reduce the costs associated with absence, it is vital that organisations have effective triggers and targets in place. After choosing one of the main four ways to measure lost due to sickness absence (the lost rate, the individual frequency rate and the Bradford factor) and communicating and implementing a solid absence procedure, the most important thing an employer can then do is to follow up to employees return to work, be consistent and take action. Line managers and in particular their adhering and buy-in into absence management is essential to the success of any programme. They should be trained to support employees with the aim of improving attendance levels through discussing and identifying emerging issues. Ensuring you have an accurate measurement of absence is also necessary when setting absence targets in the beginning and importantly as you move through the process. The HR Consultants at Solve. are experienced in designing effective absence management policies that meet the needs of your business, so for further information contact Solve.

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