According to the Office for National Statistics, an estimated 185.6 million days were lost to sickness or injury in 2022, a record high. The most common cause? Minor illnesses, accounting for 29.3% of all occurrences.
Data is key
- Collecting insightful data
To effectively manage absenteeism, gathering accurate data on the reasons behind employee absences is essential. Underreporting often happens when managers are busy or forget, so consistency in data collection is critical.
- Using HR Platforms for secure reporting
If your organisation has an HR platform, this should be your primary tool for secure and reliable absence tracking.
If not, consider implementing a system that allows managers to report absences quickly and confidentially. Confidentiality is key.
- Training managers on what to capture
Managers need to know what specific information to capture. Should maternity leave count towards sickness absence? Are protected disabilities included in general absence counts?
Provide your managers with training and clear guidelines to ensure legal compliance, especially regarding the Equality Act 2010.
- Re-evaluating your reporting methods
It’s important to review your reporting processes regularly.
Does your policy still require employees to phone in by 9 a.m., or has it evolved with technology?
Prevention is better than cure
- Focusing on wellbeing and preventing burnout
To tackle absenteeism, it’s essential to start with the basics: wellbeing.
Burnout not only impacts mental health but can also lead to physical symptoms that result in absences.
- Offering preventative health benefits
Are your employees taking steps to look after themselves proactively?
Consider offering preventative health benefits, such as a cost-effective cash plan, to encourage regular check-ups and promote lifestyle changes before health issues arise.
- Manager-employee check-ins and early support
Managers play a crucial role in absence prevention. Regular check-ins with employees can help to identify potential problems and provide early support.
- The impact of workplace culture on absence
Consider how your workplace culture affects absence. Absence can become contagious. Once one employee takes casual ‘duvet days’, others may follow suit believing it’s harmless.
- Creating flexible leave policies
Rigid absence policies, especially for working parents, can create additional problems. Employees may save up holiday for potential sick days or, in challenging situations, feel forced to call in sick when they need a day off for personal reasons.
Presenteeism
- Understanding hidden absence
Presenteeism refers to employees continuing to work despite being unwell, either by coming into the office and potentially spreading illness or working from home while underperforming due to poor health.
- The strain on the team
While managers might initially appreciate the dedication of employees who work through illness, this can create additional strain on the team. An employee working at reduced capacity can lower overall productivity and, in the case of contagious illnesses, they may spread the problem leading to further absences.
- Missed opportunities for early intervention
Presenteeism can mask underlying health issues that, if identified early, could be managed with the right support or intervention.
We know that so many HR initiatives can be considered intangible, but absence management improvements can really turn the needle financially to drive organisational success. Can we help you?