Managing Employee Sickness Absence: A Fair and Consistent Approach

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Employee sickness absence is something every organisation has to deal with at some point. Balancing the impact on the business with the needs of the individual can often feel like walking a tightrope. However, having a clear and consistent sickness absence management process in place can make this task much easier. 

 

At Enablement Group, we believe that every organisation, regardless of size, should have a structured approach to sickness absence. Whether it’s included in a specific absence management policy or in your staff handbook, a clear process helps employees know what to expect and ensures managers handle absences consistently across the organisation. A robust process can also discourage misuse, as employees understand they are accountable for their absence. 

 

1. Notification 

The first step is notification. Allowing notifications via email, text, or social media might make it easier for non-genuine absences to occur. Requiring employees to personally call in and speak to a designated manager is often more effective. During the call, employees should explain: - What is wrong - Any actions they are taking to recover (such as seeing a GP, pharmacist, or nurse) - When they anticipate being able to return 

They should also call in each day if they are still unwell. 

 

2. Return-to-Work Meetings 

Return-to-work meetings should be held every time an employee returns after an absence, ideally on their first day back. These meetings allow employees to: - Explain their illness or injury - Discuss any treatment or medication received - Detail steps taken to recover 

Managers can also explore whether the absence is likely to recur and review any previous absences to identify potential patterns. A detailed record of the meeting should be kept for consistency and accountability. 

 

3. Reviewing Previous Absences 

It’s important to consider an employee’s previous absences when assessing their current absence. For example: - A long-term employee with a good attendance record who takes time off for a minor hospital procedure is different from a new employee with frequent short-term absences. - Patterns, such as absences following annual leave or consistently on Mondays, may warrant further investigation. 

 

4. Follow-Up Actions 

Following up on absences helps maintain fairness and consistency. This could involve: - Additional meetings to discuss emerging patterns - Initiating formal absence management if a threshold is reached or if absences are unreasonable 

 

A structured approach ensures absences are managed fairly, consistently, and in a way that protects both the employee and the organisation. 

 

If you’d like help implementing an effective absence management process in your organisation, contact Enablement Group today. Reach us at hello@enablementgroup.co.uk or call 01482 249400 to discuss how we can support your HR strategy.