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4 Ways to Reduce Absenteeism In Your Workplace

By Charles Power on August 24th, 2010

Dear Reader,

I’m always on the lookout for news stories that involve employment law and last week, one in particular caught my eye…

It was about an English woman who was caught taking an illegitimate sick day when her employer saw her auditioning on television for the TV talent show, The X-Factor.

Interestingly, the employee not only lied about being ill, but she also wore her work uniform to the audition (she was employed to play a witch at a children’s theme park).

Now obviously, in this particular case, her employer had good reason to know that she had faked being sick.

But what can you do if you don’t have any proof?

As much as you’d love to confront your employees who constantly take sick days – or even sack them for repeated absences – there are important new IR laws you need to abide by.

So what steps can you take to reduce absenteeism in your workplace?

Check out Charles’ article below to find out…

Until next time…

Claire Berry

Claire Berry
Workplace Bulletin

And now over to our Editor-in-Chief Charles Power…

4 ways to reduce absenteeism in your workplace
By Charles Power
Editor-in-Chief, Employment Law Practical Handbook

As you no doubt already know, high rates of absenteeism can really affect your bottom line.

So with that in mind, here are 4 things you can do to reduce the number sick days your employees take:

  1. Identify the causes for an employee’s absenteeism. If you can find out why an employee is consistently absent, then you can deal more effectively with the problem. For example, if an employee is often absent because of issues with childcare, you could offer them the option of more flexible working hours.
  2. Implement a thorough record system. For every employee, you should record the date, duration and reason for each case of absenteeism. This way you will have evidence of each absence if you need to refer back to it.
  3. Meticulously follow up on each case of absenteeism. You should write a letter recording each case of absenteeism and distribute it to the employee. This will make them aware they are being monitored and make them more likely to think before they take a sick day.
  4. Properly inform and regularly update your employees about your standards and policies regarding absenteeism. If you make a change to your absenteeism policy, make sure you let your employees know. Even if you don’t make a change, you should still remind your employees regularly of the standards you have in place. You could do this via a company-wide email or memo.

For more tips on how to deal with absenteeism in your workplace, check out chapter A1 Absenteeism in your Employment Law Practical Handbook.

Not yet a subscriber to the handbook? Click here for more information.

Regards,

Charles Power

Charles Power
Editor-in-Chief
Employment Law Practical Handbook


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