Managing sickness absence

The list below is based on feedback from more than 200 employers:

1. Ensure that line managers conduct return to work meetings in line with University policy.
2. Obtain reliable absence statistics. Analyse them in such a way that problem areas are highlighted. Provide absence statistics and costs to line managers.
3. Prioritise absence-management efforts on the individuals and groups with the highest levels of absence, while ensuring that the absence policy is applied consistently.
4. Ensure that line managers are motivated to manage absence effectively. Provide them with training, information and support, and to monitor their performance in absence management.
5. Check policies covering absence, capability, performance and discipline these are well-understood and are being implemented properly.
6. Create a culture in which absences are treated seriously – this includes gaining senior management support, line managers’ buy-in, and using appropriate rewards and penalties.
7. Take steps to prevent absences occurring, such as promoting health and wellbeing, offering flexible working options where possible and by addressing behaviours that can cause staff to go on sick leave, such as bullying and harassment.

 

Research indicates the most effective measures for managing absence are:

• Return to work meetings
• Targeting individuals with poor attendance records
• Training line managers in absence management
• Ensuring line managers are committed to managing absence
• Recording and monitored absences effectively

It is acknowledged that when more effective absence management takes place, often there appears to be an apparent increase in absences. This is likely to be caused by improved absence-recording systems.

A typical initiative to manage absence more effectively produces a 28% reduction in absence levels.