Unauthorised absence policy template

An unauthorised absence policy is a set of guidelines and procedures that an organisation establishes to manage situations where employees fail to show up for work without permission or fail to comply with the organisation's policies and procedures for requesting time off.

The policy typically outlines the expectations for attendance, the consequences of unauthorised absences, and the process for addressing and resolving such situations. It may also specify how an employee's pay and benefits may be impacted by unauthorised absences and any disciplinary actions that may be taken.

The policy may require employees to notify their supervisor or manager as soon as possible if they are unable to report to work, and to provide a valid reason for their absence. It may also include provisions for employees who have an extended absence due to illness or injury, and who may be required to provide medical documentation to support their absence.

In cases where an employee does not show up for work without permission or valid reason, the unauthorised absence policy may provide for disciplinary action, such as a verbal or written warning, suspension, or termination. The policy may also include a process for appealing a disciplinary action or for requesting a review of the decision.

Overall, an unauthorised absence policy is designed to ensure that employees are aware of the organisation's expectations for attendance and the consequences of failing to comply with these expectations. It can help to promote a culture of accountability and responsibility among employees, and ensure that the organisation is able to maintain productivity and meet its business objectives.

There is no specific UK employment legislation dedicated solely to "Unauthorised Absence Policy," but several existing laws and regulations indirectly support the implementation of such policies. Here are some relevant ones:

1. Employment Rights Act 1996: Provides guidelines on managing disciplinary issues related to unauthorized absence.

2. Working Time Regulations 1998: Sets limits on working hours, rest breaks, and rest periods, which can impact unauthorized absence.

3. Equality Act 2010: Requires fair treatment and prohibits discrimination when handling disciplinary matters.

4. Health and Safety at Work etc. Act 1974: Emphasizes the importance of managing workload effectively to prevent absenteeism due to overworking.

5. Data Protection Act 2018: Ensures proper handling and privacy of employee records related to unauthorized absence.