Six ways you can tackle the recent rise of absenteeism

Let’s face it – dealing with the rising absenteeism is a challenge many of us have faced. Recently, absenteeism rates in the UK have soared to their highest in over a decade, with the CIPD reporting a notable increase driven by stress, poor mental health, and minor illnesses.

Have you noticed more empty desks in your office lately? You’re not alone. The rise in absenteeism can be a real headache for businesses, affecting productivity and team dynamics. It’s not just about the numbers; it’s about the stories behind them. Whether it’s stress, dissatisfaction, or lack of engagement, there are many reasons why employees might not show up.

With the recent change in government, there’s also a bit of uncertainty. Labour’s new policies on workers’ rights and wellbeing are still taking shape, leaving us wondering how they’ll impact our strategies moving forward.

So, how can we address this growing concern in a way that’s fair, supportive, and effective? Let’s explore six key strategies that can help you tackle the rise of absenteeism in your workplace.

Six key strategies to tackle absenteeism

1. Getting to the root of the problem

So, what’s really going on? Are employees genuinely unwell, or are they taking unscheduled days off for other reasons? This might not be just about playing hooky; it can indicate deeper issues like low morale or lack of engagement. Have you considered looking into patterns of absence within your organisation? It’s a good starting point to identify and address any underlying issues.

2. Handling unapproved absences

Picture this: an employee requests time off for a holiday, but it’s denied. Suddenly, they’re ‘sick’ on those exact days. Sound familiar? This kind of scenario, sometimes referred to as ‘revenge leave,’ can be tricky to handle. It’s essential to have clear policies in place and communicate them consistently. If an employee’s actions breech these policies, it might even lead to disciplinary measures. But remember, fairness and legality are key – always consult legal guidance to navigate these waters smoothly.

3. Encouraging transparency and trust

How do we build a workplace where employees feel comfortable being honest about their needs? It starts with creating a culture of transparency and open communication. Encourage your team to speak up about their need for time off. This doesn’t just build trust; it also helps in addressing issues before they escalate. According to ACAS, open and honest communication can significantly reduce the misuse of sick leave. Are your policies clear and accessible to everyone? If not, it might be time for a review.

4. The role of verification procedures

Let’s talk verification. While it might sound a bit formal, implementing clear verification procedures for sick leave can make things easier for everyone. This could mean requiring a doctor’s note for absences longer than a few days or conducting return-to-work interviews. These steps aren’t about mistrust; they’re about maintaining consistency and fairness. Plus, with digital tools, you can streamline these processes, making it easier for your HR team to manage and for employees to understand what’s expected.

5. Leveraging data and analytics

Ever thought about using data to spot trends in absenteeism? Well, people analytics are a game-changer in this department. For example, frequent absences on Mondays or Fridays might raise a red flag, but how do you see its impact on a wider scale? By identifying these patterns, you can have a constructive conversation with the employee and offer support where needed. The CIPD highlights that organisations using data analytics to monitor attendance have seen positive results. How well are you leveraging your HR data?

6. Offering support and alternatives

Sometimes, the reason behind unapproved absences is simple: employees feel they don’t have another choice. Offering alternatives like mental health days or personal leave can provide a legitimate way for them to take time off. It’s about supporting your team’s wellbeing and recognising that everyone needs a break sometimes. Providing these options can reduce the likelihood of unsanctioned time off and contribute to a healthier, happier workplace.

Wrapping up

Addressing absenteeism isn’t about policing your employees; it’s about understanding and supporting them. By promoting a culture of transparency, implementing fair verification procedures, and offering genuine support, you can manage absenteeism effectively. And as we wait to see how the new government’s policies unfold, staying informed and prepared is more important than ever.

Looking for more insights? Check out our Summer absence guide for a deeper dive into managing workplace absences, or visit our Knowledge Centre for more articles like this!