Absence control guide document template

This guide covers both managing long and short-term sickness and tries to uncover the real reasons why people are absent from work. It will help you develop an action plan based upon:

  • having the difficult conversation with an employee when they return to work
  • looking after the health and wellbeing of your employees developing an overall approach to absence by linking attendance to job design, good employment relations, health and safety, flexible working and effective disciplinary procedures.

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POLICY

Most sickness is genuine and unauthorised absence may be caused by family commitments or stress. However, these situations are difficult to manage because they are often sudden and unexpected. This leaves some managers feeling unsure about what they can do.

It is recognised by the Company that from time to time staff may require to be absent from their place of work due to illness. The length of time lost by employees through illness must however be monitored to ensure that each member of staff is able to do their job, effectively and without putting themselves or others at risk. It is not the intention of the Company to penalise the genuinely sick, however it must be recognised that an employee who is medically unfit to carry out his/her contractual duties may not be able continue in employment.

Managers will consider cases of sickness absence on an individual basis and ensure the provision of appropriate support, advice and Occupational Health / Company Approved Doctor input where appropriate. However, it is recognised that in some cases, patterns/levels of absence will be unacceptable and formal management action will be required.

Employees who become aware that they have an illness problem are encouraged to inform their manager at the earliest opportunity. All such requests will be dealt with as speedily and compassionately as possible.

OVERVIEW OF PROCEDURAL STAGES

On return from absence all employees must be interviewed by t

1581 words. Last updated on 30/01/19. ©2020 HRDocBox.