Absence management is designed to support employee health needs, provide guidance on absence procedures, detail appropriate sick pay schemes, and factor in legal positions on unauthorized absence. Getting absence management wrong can be costly due to a lack of employee support and honesty about absences. Employers should implement clear absence policies, return to work procedures, sick pay information, and support employee health through flexible working, employee assistance programs, and reasonable accommodations.
Are Your Healthcare Benefits Baffling Your Employees?RalfHeyer
While healthcare for most individuals isn’t usually straightforward, health benefits for employees are notoriously complex, often leaving the recipient unable to understand the level of care they’re entitled to, what the coverage includes and where to find the appropriate provider, let alone able to navigate the insurance claims process.
Are Your Healthcare Benefits Baffling Your Employees?RalfHeyer
While healthcare for most individuals isn’t usually straightforward, health benefits for employees are notoriously complex, often leaving the recipient unable to understand the level of care they’re entitled to, what the coverage includes and where to find the appropriate provider, let alone able to navigate the insurance claims process.
Absenteeism, Destructive Workplace BehaviourCG Hylton Inc.
• Types of absenteeism: culpable, innocent: making the distinction
• Addressing the root causes of absenteeism to determine if it is a symptom of stress, burn-out, addictions etc.
• Proactive strategies and guidance to rectify the behaviour
• Attendance policy: tips and strategies
• Ignoring it won't make it go away: how to communicate expectations, policy and confront the issue
• Determining when termination is appropriate
Employsure Workplace Presentation | Managing late employeesEmploysure AU
Constantly late employees can be damaging to any business, and resolving the issue can be a challenge. This presentation outlines how to identify and manage consistently late employees in the workplace.
Employsure helps over 13,000 business owners with employment relations, protecting employers from risks by providing unlimited advice, legally compliant documents, insurance and representation. Employsure is a workplace relations specialist dedicated to helping small businesses succeed by creating fair and safe workplaces.
Call us: 1300 651 415
Visit us at: https://employsure.com.au/
LinkedIn: https://www.linkedin.com/company/employsure
Facebook: https://www.facebook.com/employsure.com
Twitter: https://twitter.com/Employsure
In this straightened economic climate, redundancy is a threat faced by millions of UK employees. Large corporations are hitting the headlines by making thousands of their employees redundant, but redundancy could happen at a company of any size when things get tough and businesses are forced to cut their costs.
If you are an employee who is potentially facing redundancy, it is important to know your rights. If you are dismissed unfairly, you can take your employer to an employment tribunal and potentially claim a substantial payment, or even win your job back. And even if your dismissal is inevitable, it is critical that you fully understand the redundancy procedure and what alternatives may be available to you.
First, consult with your company's redundancy policy - this should outline the company's redundancy procedure and your rights as an employee. Here are a few of the areas that should be covered...
What are Acceptable and Unacceptable Reasons for Redundancy?
If an employer wants to make one or more members of their company redundant, the reasons given must be legally acceptable. Essentially, your job must disappear, either because the company is ceasing operation or the position is no longer necessary (the business is reducing its operations, closing a particular branch, technology has rendered the job obsolete, and so on.)
When it comes to selecting individual employees for redundancy there are certain criteria that are permissible for selecting one employee rather than another:
? Attendance and Disciplinary Record - Redundancies based on attendance and discipline must be backed up with documentation (written warnings, records of attendance and so on)
? Standard of Work - This also needs to be backed up with objective written evidence (typically from employee appraisals)
? Skills and Qualifications - Employees can be selected for redundancy if they have comparatively weaker skills and qualifications than their fellow workers
If the reason given for your redundancy is not one of these, you may have a case for unlawful dismissal. Moreover, the following are some of the reasons that are automatically considered to be unfair dismissals:
Being made redundant due to trade union membership or non membership
Redundancies associated with pregnancy or maternity/paternity/adoption leave
Any redundancy due to discrimination (gender, orientation, religion, age, and so on)
What are the Alternatives?
If you have a meeting concerning possible redundancy with your employer, it is wise to discuss the potential alternatives. These may include the elimination of overtime, shifting to part time work, a job share scheme, and other similar schemes. Your company redundancy policy may detail acceptable alternatives, and note that you also have the right to appeal a redundancy decision.
More info : - http://www.newcitycompare.co.uk
As a HR professional, one of your core responsibilities is the leave management process. Your role is to manage and motivate employees to give their best productivity levels to the company. Giving employees leaves is one factor that helps them recharge their batteries.
You are wondering where you will start. Well, you have come to the right place to guide you about the leave management process. We will try to give you a glimpse of the activities that an HR must perform for hassle-free leave function.
Type of Leaves
Your first task is to classify all the types of leaves the employees are entitled to. Thus, you will have a clear view of the steps to take ahead. These leaves are state-ordained, which means they have statutory compliance behind them. Therefore, you must keep a tab on them to avoid penalties.
Understanding Unpaid Leave in SingaporeParker adam
In Singapore, sometimes people who have jobs might need to take time off from work without getting paid. This is called unpaid leave, and it's important for both the workers and the bosses to know about it. This article will tell you all about unpaid leave in Singapore, like the different kinds of unpaid leave, who can take it, how long it can be, how to ask for it, and how it can affect the benefits workers get.
What is Unpaid Leave?
Unpaid leave means when someone who has a job needs to take time off from work without getting paid. This can happen for different reasons like personal things to take care of, important family events, being sick, or when there's an emergency. It's important for both the boss and the worker to know about unpaid leave so they can follow the rules and keep things fair and happy at work.
Types of Unpaid Leave in Singapore
In Singapore, there are different types of unpaid leave that employees can utilize:
1. No-Pay Leave
No-pay leave means when someone takes time off from work but doesn't get any money for it. People usually take this kind of leave for personal reasons like going on a long trip, taking a break from work, or studying more. It's important to tell the boss ahead of time if you want to take no-pay leave, following the rules and ways of the company.
2. Unpaid Medical Leave
Unpaid medical leave is applicable when an employee needs time off work due to illness or injury but has exhausted their sick leave entitlement. It provides an opportunity for employees to recuperate and receive necessary medical treatment without pay. A valid medical certificate is required to support the need for unpaid medical leave.
3. Maternity and Paternity Unpaid Leave
Maternity and paternity unpaid leave is provided to eligible employees to support the transition to parenthood. Mothers are entitled to paid maternity leave, but if they require additional time off, they can opt for unpaid maternity leave. Fathers, on the other hand, can take unpaid paternity leave to bond with their newborn child.
Read more
WORKERS’ COMPENSATION LEGISLATION AND PSYCHOLOGICAL INJURY FACT SHEETFlint Wilkes
Safe Work Australia
WORKERS’ COMPENSATION LEGISLATION AND PSYCHOLOGICAL INJURY
FACT SHEET
This fact sheet provides a general overview of the employer’s role under workers’ compensation legislation in relation to psychological injuries.
All jurisdictions have separate workers’ compensation acts and regulations. Refer to the regulator information in your jurisdiction listed in Appendix A.
Understanding Unpaid Leave in SingaporeParker adam
Understanding Unpaid Leave in Singapore
In Singapore, sometimes people who have jobs might need to take time off from work without getting paid. This is called unpaid leave, and it's important for both the workers and the bosses to know about it. This article will tell you all about unpaid leave in Singapore, like the different kinds of unpaid leave, who can take it, how long it can be, how to ask for it, and how it can affect the benefits workers get.
Running head EMPLOYEE BENEFITS PROGRAMS .docxtodd271
Running head: EMPLOYEE BENEFITS PROGRAMS 1
EMPLOYEE BENEFITS PROGRAMS 7
Strategic Value of Employee Benefits Programs
Phyllis Spears Jones
Strayer University
HRM599 Capstone
Dr. Gary Wash
June 2, 2020
Strategic Value of Employee Benefits Programs
For a commercial entity to stay competitive in the changing business world, it needs to have a strategic human resource department that acts as a strategic partner to ensure it has the best to gain a competitive advantage. The human resources department, therefore, needs to put itself in a decisive role that helps it to attract and retain highly skilled employees. This is affected by several factors that include types of benefits from the company that accrues to the workers. In other words, employee benefit programs are useful in creating an atmosphere that makes employees more engaged and motivated (Klonoski, 2016). Therefore, for a company to be strategically in terms of competition, the human resources department needs to step away from conventional administrative roles to be a strategic partner who recognizes the value of employee benefit programs and the role they play in generating a significant competitive advantage. This makes it vital to be mindful that an excellent employee benefits package attracts and maintains the skills required to distinguish a company from its competitors. This paper discusses the factors to considers when providing employee benefit programs, compares and contrasts income protection programs, and pays for time not worked programs and other benefits that are necessary for the benefits package.
Factors to Consider Before Providing Employee Benefits Programs
Everyone is aware that rewards are components of an organization's overall incentive package. It is also worth noting that other than the traditional pensions and healthcare plans, employees need a broader choice of benefits that reflect the changing needs and lifestyles (Hagel & White, 2016). It is undeniable that every commercial entity must ensure that it has in place attractive employee compensation packages to attract and retain the talent needed to gain a meaningful competitive advantage. It must, however, be recalled that many essential variables play a crucial role in deciding an economic entity's employee benefits programs. One of these variables is the type of benefits to be provided. Some benefits are too expensive to provide while others are within reach of many business organizations. Therefore, a commercial enterprise must weigh its financial soundness to avoid providing a benefits program that works against its overall objectives.
Another variable to consider is aligning the benefits strategy with the business objectives. The human resource department of an organization must revisit a plan quite regularly to ensure that it meets the changin.
Absenteeism, Destructive Workplace BehaviourCG Hylton Inc.
• Types of absenteeism: culpable, innocent: making the distinction
• Addressing the root causes of absenteeism to determine if it is a symptom of stress, burn-out, addictions etc.
• Proactive strategies and guidance to rectify the behaviour
• Attendance policy: tips and strategies
• Ignoring it won't make it go away: how to communicate expectations, policy and confront the issue
• Determining when termination is appropriate
Employsure Workplace Presentation | Managing late employeesEmploysure AU
Constantly late employees can be damaging to any business, and resolving the issue can be a challenge. This presentation outlines how to identify and manage consistently late employees in the workplace.
Employsure helps over 13,000 business owners with employment relations, protecting employers from risks by providing unlimited advice, legally compliant documents, insurance and representation. Employsure is a workplace relations specialist dedicated to helping small businesses succeed by creating fair and safe workplaces.
Call us: 1300 651 415
Visit us at: https://employsure.com.au/
LinkedIn: https://www.linkedin.com/company/employsure
Facebook: https://www.facebook.com/employsure.com
Twitter: https://twitter.com/Employsure
In this straightened economic climate, redundancy is a threat faced by millions of UK employees. Large corporations are hitting the headlines by making thousands of their employees redundant, but redundancy could happen at a company of any size when things get tough and businesses are forced to cut their costs.
If you are an employee who is potentially facing redundancy, it is important to know your rights. If you are dismissed unfairly, you can take your employer to an employment tribunal and potentially claim a substantial payment, or even win your job back. And even if your dismissal is inevitable, it is critical that you fully understand the redundancy procedure and what alternatives may be available to you.
First, consult with your company's redundancy policy - this should outline the company's redundancy procedure and your rights as an employee. Here are a few of the areas that should be covered...
What are Acceptable and Unacceptable Reasons for Redundancy?
If an employer wants to make one or more members of their company redundant, the reasons given must be legally acceptable. Essentially, your job must disappear, either because the company is ceasing operation or the position is no longer necessary (the business is reducing its operations, closing a particular branch, technology has rendered the job obsolete, and so on.)
When it comes to selecting individual employees for redundancy there are certain criteria that are permissible for selecting one employee rather than another:
? Attendance and Disciplinary Record - Redundancies based on attendance and discipline must be backed up with documentation (written warnings, records of attendance and so on)
? Standard of Work - This also needs to be backed up with objective written evidence (typically from employee appraisals)
? Skills and Qualifications - Employees can be selected for redundancy if they have comparatively weaker skills and qualifications than their fellow workers
If the reason given for your redundancy is not one of these, you may have a case for unlawful dismissal. Moreover, the following are some of the reasons that are automatically considered to be unfair dismissals:
Being made redundant due to trade union membership or non membership
Redundancies associated with pregnancy or maternity/paternity/adoption leave
Any redundancy due to discrimination (gender, orientation, religion, age, and so on)
What are the Alternatives?
If you have a meeting concerning possible redundancy with your employer, it is wise to discuss the potential alternatives. These may include the elimination of overtime, shifting to part time work, a job share scheme, and other similar schemes. Your company redundancy policy may detail acceptable alternatives, and note that you also have the right to appeal a redundancy decision.
More info : - http://www.newcitycompare.co.uk
As a HR professional, one of your core responsibilities is the leave management process. Your role is to manage and motivate employees to give their best productivity levels to the company. Giving employees leaves is one factor that helps them recharge their batteries.
You are wondering where you will start. Well, you have come to the right place to guide you about the leave management process. We will try to give you a glimpse of the activities that an HR must perform for hassle-free leave function.
Type of Leaves
Your first task is to classify all the types of leaves the employees are entitled to. Thus, you will have a clear view of the steps to take ahead. These leaves are state-ordained, which means they have statutory compliance behind them. Therefore, you must keep a tab on them to avoid penalties.
Understanding Unpaid Leave in SingaporeParker adam
In Singapore, sometimes people who have jobs might need to take time off from work without getting paid. This is called unpaid leave, and it's important for both the workers and the bosses to know about it. This article will tell you all about unpaid leave in Singapore, like the different kinds of unpaid leave, who can take it, how long it can be, how to ask for it, and how it can affect the benefits workers get.
What is Unpaid Leave?
Unpaid leave means when someone who has a job needs to take time off from work without getting paid. This can happen for different reasons like personal things to take care of, important family events, being sick, or when there's an emergency. It's important for both the boss and the worker to know about unpaid leave so they can follow the rules and keep things fair and happy at work.
Types of Unpaid Leave in Singapore
In Singapore, there are different types of unpaid leave that employees can utilize:
1. No-Pay Leave
No-pay leave means when someone takes time off from work but doesn't get any money for it. People usually take this kind of leave for personal reasons like going on a long trip, taking a break from work, or studying more. It's important to tell the boss ahead of time if you want to take no-pay leave, following the rules and ways of the company.
2. Unpaid Medical Leave
Unpaid medical leave is applicable when an employee needs time off work due to illness or injury but has exhausted their sick leave entitlement. It provides an opportunity for employees to recuperate and receive necessary medical treatment without pay. A valid medical certificate is required to support the need for unpaid medical leave.
3. Maternity and Paternity Unpaid Leave
Maternity and paternity unpaid leave is provided to eligible employees to support the transition to parenthood. Mothers are entitled to paid maternity leave, but if they require additional time off, they can opt for unpaid maternity leave. Fathers, on the other hand, can take unpaid paternity leave to bond with their newborn child.
Read more
WORKERS’ COMPENSATION LEGISLATION AND PSYCHOLOGICAL INJURY FACT SHEETFlint Wilkes
Safe Work Australia
WORKERS’ COMPENSATION LEGISLATION AND PSYCHOLOGICAL INJURY
FACT SHEET
This fact sheet provides a general overview of the employer’s role under workers’ compensation legislation in relation to psychological injuries.
All jurisdictions have separate workers’ compensation acts and regulations. Refer to the regulator information in your jurisdiction listed in Appendix A.
Understanding Unpaid Leave in SingaporeParker adam
Understanding Unpaid Leave in Singapore
In Singapore, sometimes people who have jobs might need to take time off from work without getting paid. This is called unpaid leave, and it's important for both the workers and the bosses to know about it. This article will tell you all about unpaid leave in Singapore, like the different kinds of unpaid leave, who can take it, how long it can be, how to ask for it, and how it can affect the benefits workers get.
Running head EMPLOYEE BENEFITS PROGRAMS .docxtodd271
Running head: EMPLOYEE BENEFITS PROGRAMS 1
EMPLOYEE BENEFITS PROGRAMS 7
Strategic Value of Employee Benefits Programs
Phyllis Spears Jones
Strayer University
HRM599 Capstone
Dr. Gary Wash
June 2, 2020
Strategic Value of Employee Benefits Programs
For a commercial entity to stay competitive in the changing business world, it needs to have a strategic human resource department that acts as a strategic partner to ensure it has the best to gain a competitive advantage. The human resources department, therefore, needs to put itself in a decisive role that helps it to attract and retain highly skilled employees. This is affected by several factors that include types of benefits from the company that accrues to the workers. In other words, employee benefit programs are useful in creating an atmosphere that makes employees more engaged and motivated (Klonoski, 2016). Therefore, for a company to be strategically in terms of competition, the human resources department needs to step away from conventional administrative roles to be a strategic partner who recognizes the value of employee benefit programs and the role they play in generating a significant competitive advantage. This makes it vital to be mindful that an excellent employee benefits package attracts and maintains the skills required to distinguish a company from its competitors. This paper discusses the factors to considers when providing employee benefit programs, compares and contrasts income protection programs, and pays for time not worked programs and other benefits that are necessary for the benefits package.
Factors to Consider Before Providing Employee Benefits Programs
Everyone is aware that rewards are components of an organization's overall incentive package. It is also worth noting that other than the traditional pensions and healthcare plans, employees need a broader choice of benefits that reflect the changing needs and lifestyles (Hagel & White, 2016). It is undeniable that every commercial entity must ensure that it has in place attractive employee compensation packages to attract and retain the talent needed to gain a meaningful competitive advantage. It must, however, be recalled that many essential variables play a crucial role in deciding an economic entity's employee benefits programs. One of these variables is the type of benefits to be provided. Some benefits are too expensive to provide while others are within reach of many business organizations. Therefore, a commercial enterprise must weigh its financial soundness to avoid providing a benefits program that works against its overall objectives.
Another variable to consider is aligning the benefits strategy with the business objectives. The human resource department of an organization must revisit a plan quite regularly to ensure that it meets the changin.
Similar to 'How To' Guide for Absence Management (20)
1. Absence Management
Employee absence can have a significant impact on
employers. How can you manage absences more effectively?
What is absence management?
' H O W T O ' G U I D E F O R . . .
We'll be covering...
What absence management is
Why it's important to get it right
The way an organisation chooses to address employee absence can be
dependent on preference.
For example, some organisations focus their efforts on improving
health and wellbeing, whereas others will emphasise disciplinary
procedures for excessive absence.
Support the health needs of employees
Provide guidance around correct absence procedures
Detail appropriate use of sick pay schemes
Factor in the legal positions of unauthorised absence
Primarily, absence management policies are meant to cover how
absence can affect an organisation and the employees within it!
The purpose of absence management
Absence management is designed to:
Employees will inevitably need to take time off for a variety of reasons,
which can range from short-term sickness or long-term health issues.
Did you know?
In 2020, absenteeism cost UK
businesses
£14bn
which is an increase of
£1.3bn
from 2019 figures!
Sources: https://www.hrreview.co.uk/hr-news/mental-health-related-absenteeism-cost-uk-14-billion-in-2020/131667
https://www.cipd.co.uk/Images/health-wellbeing-work-report-2021_tcm18-93541.pdf
The main causes of sickness
absence, according to a CIPD
report:
Mental ill health
Stress
Minor illnesses
Back pain and musculoskeletal
injuries
Recurring medical conditions
The legal stuff
How to manage absence
2. Juggling so many demands in an already demanding job is
hardly going to be easy!
Source: https://www.e-days.com/wp-content/uploads/2021/06/e-days_Absence-risk-profile-
report.pdf
W h y i t ' s i m p o r t a n t t o
g e t i t r i g h t . . .
Getting absence management wrong can be
costly.
A reactive/negative absence culture
A lack of support around absence as a result of
a reactive/negative absence culture can have
detrimental effects on employee wellbeing and
engagement.
A reactive/negative absence culture refers to a
culture in which employees feel as though they
can't be honest about their reasons for being off
from work, or that they lack support around
absence.
This is often due to an approach that views
absence merely as a problem, rather than an
opportunity to address employee health and
wellbeing properly.
A business that approaches absence as
something that is negative and needs to be
reduced will almost always be contending with
issues around absence, as the culture prevents
employees from being open and honest about
their absences.
Reduced honesty & trust
The cost of poor absence management
Without proactive and supportive absence management, employees are likelier
to lie about their reasoning for absence and are also less engaged.
24% of workers would take sickness as annual leave to avoid having
to answer questions
50% of workers would not be honest about a genuine absence reason
18% of workers feel as though they are unable to trust their boss
Put simply, a healthy employee is generally a happy one.
A business dealing with a high number of unplanned absences is likely to be in
dire need of a re-evaluation of their current practices and priorities.
3. H o w d o y o u g e t a b s e n c e
m a n a g e m e n t r i g h t ?
Be proactive, clear and supportive
A good absence management policy includes:
A clear absence process
When an employee is off, who do they need to tell,
how do they tell it, and by what time?
E.g., is there a HR system where absences must be
logged by 9am?
Details on how absence is measured and recorded
If you don't track absence, you can't manage it..
Whether you use a software or do it manually,
recording absences and being able to spot
patterns is essential.
Return to work procedure
If an employee is returning to work after a long
absence, what is the procedure?
This might be a return to work interview or the
involvement of occupational health services.
Information on sick days and disciplinary action
Are employees aware of their sick pay eligibility?
Employees need to know at which point
frequent/excessive absence will lead to
disciplinary action.
Now we've covered that...
4. A b s e n c e m a n a g e m e n t 1 0 1
It's time to get it right
Employers will be contending with both short-term and
long-term absences, each requiring their own approach and
procedures.
A long-term absence is generally defined
as an absence lasting longer than 4 weeks.
Long-term absence
In these cases, a formal return to work
process is necessary, and an awareness of
the legality when it comes to potential
disability discrimination issues.
A short-term absence usually lasts under a
a week.
Short-term absence
As mentioned in earlier sections, common
reasons for short-term absence are minor
illnesses, mental health, and
musculoskeletal issues.
Authorised absences
Authorised absences include:
• Annual leave
• Maternity, paternity,
adoption, or parental leave
• Time off for public or trade
union duties, or to care for
dependents
• Compassionate leave
• Educational leave
What does the law say?
The law requires employers to
provide staff with information
on any terms and
conditions relating to incapacity
for work due to sickness or
injury, including any provision
for sick pay.
It speaks to your wider culture
In some workplaces, employers are having to contend with
employees abusing the sick pay system. In others, employees are
coping with presenteeism because of a fear of taking time off.
There are necessities for every workplace when it comes to absence
management, and then the optional measures to implement that are
dependent on the business (e.g., flexible working).
5. This act covers areas relating to the employee's contract and includes areas
like unfair dismissal, and the termination of employment on ill-health
grounds, including considerations around:
Conduct: e.g., where absence is persistent, unauthorised or found to be
dishonest.
Capability: e.g., where the employee's absence affects their ability to do
their job.
Other significant reasons: e.g., where the absence negatively affects the
business
What legal obligations do you have?
The Employment Rights Act 1996
The Equality Act 2010
This act covers different types of discrimination and applies to protected
characteristics, such as disability. This includes not treating someone less
favourably due to their disability in any way:
UK employers have a responsibility to make reasonable adjustments to
accommodate the needs of a person with a disability, keeping their role and
specific needs in mind.
Though the classification of a disability may be unclear for many employees
at first, the Equality Act details that in order to be classified as disabled,
symptoms must be substantial and long-term (lasting 12 months or more).
Generally, it is good practice to always support employees as if they are
protected by the Equality Act when making decisions around work
adjustments.
The Health and Safety at Work Act 1974
This act places a duty on employers to ensure (as is reasonably expected) the
health, safety and welfare of employees, including considerations:
• Where the design and management of work exacerbates the employee's
health condition
• Where a worker's health condition makes them or others more
vulnerable to workplace risks or where the impact of work adjustments
could affect the work and health of others.
Statutory Sick Pay (SSP)
Employees are entitled to a minimum of £96.35 per week (from April 2021) in
Statutory Sick Pay from the fourth consecutive day of absence up to 28
weeks. Employees are eligible for SSP if they:
• If they have been off work for at least 4 consecutive days in a row
(including non-working days).
• Earn on average at least £140 per week.
• Have told their employer that they are unable to work before the
deadline set in their contract (or within seven days if this is not specified).
6. Phased return to work
Amended duties
Altered hours
Workplace adaptations
H o w t o m a n a g e a b s e n c e
Return to work interviews
Now it's time to take action!
Return to work interviews are still one of the most
common absence management interventions.
They can act as a deterrent to non-genuine
absence, and smoothly manage people's return.
Return to work interviews act as the perfect opportunity to identify any
underlying issues causing absence, and to enable HR and line managers to
put any necessary measures in place.
Fit notes/fitness for work
When a doctor completes a fit note, they determine whether an employee is
or isn't fit for a return to work.
This is after an absence of more than 7 days in a row.
If an employee is deemed fit for work, there are four options to select from:
If an employee is assessed as fit for work, the employer should arrange a
meeting to discuss their return and support them with any adjustments, and
consider the involvement of occupational health.
For longer absences, however, employers may need to consider other
options to minimise absence and the negative impact it can have.
Flexible working
Flexible working has certainly been on the agenda for
more businesses as a result of the pandemic, yet its
impact on absence is often ignored.
Giving employees greater flexibility around their
working schedule allows greater work/life balance,
which is essential in combatting burnout.
Employee Assistance Programmes (EAPs)
EAPs are designed to reduce absence through offering
support to employees, covering a range of personal and
work issues.
Counselling may be offered to address: mental
health, stress management, dating and
marriage, family or work relationships, financial
concerns.
7. Keep in contact
The last thing you want is for your unwell employee to
feel excluded and isolated.
Employers and line managers should make an
effort to make sensitive contact with an employee
in the absence and return to work process.
H o w t o m a n a g e a b s e n c e
Things to keep in mind
Plan and implement reasonable adjustments
When considering reasonable adjustments, planning
should be a high priority. The employee should be
collaborated with to this end.
This is also an ideal time to seek the advice of an
occupational health professional to make
adjustments that could be beneficial in the long-term.
The importance of line managers
Line managers can help returning employees with
access to or information around any adjustments.
They can also encourage fellow employees to offer
practical and emotional support - this is all part of
a supportive case management approach.
A supportive case management approach
A proactive approach to health and
wellbeing at large ties into how
absence is managed in any business.
This means that the involvement of
HR, occupational health, and the
individual employee's line manager is
essential.
This approach means that the areas mentioned above can be addressed in a
coherent, collaborative fashion without any potential lapses in communication.
In a nutshell
Managing absences can be difficult for an organisation, particularly since they
require the involvement of multiple individuals in order to be successful.
However, for employees to return to work safely, they need to be supported
and absence management policies need to be flexible and accommodate
individual needs, include line management, and allow access to any necessary
adjustments.
8. L o o k i n g f o r m o r e u s e f u l
r e s o u r c e s ?
Why not join the Simply-People community?
Our community platform has forums, networking
events, a live feed and industry news.
That means better networking, news updates,
events and discussions in one place at your
convenience!
Gain access to our amazing features
Did you know that our community app is
available on Apple and Android?
You can speak to other OH professionals and HR and H&S
professionals on the go!
Simply click one of the icons to download the Simply-
People community app, or click below:
Apple: https://apps.apple.com/us/app/simply-people/id1565513743
Android: https://buff.ly/2SMph61
We also have a blog with useful articles around wellbeing,
mental health, occupational health and all things in-
between!
Get some reading in, too...