For HRDs: Transforming Absence Management

Absence levels are at their highest since 2004.

And with more people working from home, many absences go unreported, making the actual levels likely to be even worse.

Unfortunately, traditional absence management methods haven't adapted to this new way of working.

Traditional methods aren’t enough

Common absence management practices (like calling in sick, back-to-work interviews and trigger points) aren’t effectively reducing absence levels.

At the same time, managing absence fairly and without discrimination is becoming increasingly complex.

Often, HR gets involved only when absence reaches a critical stage, such as capability or complaints.

But as modern employers, we can take strategic actions to impact absence rates.

Building a culture of wellbeing

A strong wellbeing program can’t prevent illnesses like Covid, but it can identify physical and mental health issues early, allowing for preventive care and quicker resolution.

• Healthcare cash plans: These plans, which include preventive health checks and dental care, can prevent longer absences caused by unresolved health issues.
• Work-Life Balance: Encourage leaders to model healthy working habits. Working smart, not long hours, is key for both physical and mental health.
• Right-sized workloads: Reducing headcount can backfire. Ensure manageable workloads and consider automation to avoid burnout and disengagement.

Mental health support

Consider implementing mental health first aiders in your workplace.

These individuals are trained to raise awareness and direct colleagues to resources before they reach a crisis point.

Unlike traditional first-aiders, they are proactive in supporting mental wellbeing.

The role of management in absence prevention

Managers need to understand their role in absence management beyond merely logging a call.

• Regular check-ins: Encourage managers to regularly check in with employees to identify challenges and offer support.
• Occupational health: Utilise occupational health professionals to provide support for neurodiverse employees or those with other special needs. Occupational health can offer practical adjustments that reduce stress and improve productivity.

Monitoring and measuring absence

Tracking absence and spotting trends is crucial to understanding if your strategy is working. Here's how you can make it more effective:

• Benchmarking: Compare your business’s absence rates to industry standards to see where you stand.
• Employee feedback: Use surveys to find out where improvements can be made.
• Financial analysis: Quantify the financial impact of absence. For example, calculate the cost of absence in 2023 versus 2024 to highlight the return on investment of your absence management strategies.

A holistic approach

Focus on a business-driven, proactive approach to absence management instead of relying on transactional or punitive methods.

A strong, well-rounded strategy not only reduces absence, but can also lead to a better financial outcome for your organisation.

Takeaway

Traditional absence management methods no longer meet the needs of today’s work environment. A proactive, preventative approach will help to reduce absence levels and provide commercial benefits for your organisation.

For expert guidance on building an effective absence management strategy, contact us to learn more about how we can assist.