Absence Report

Only available on StudyMode
  • Download(s) : 79
  • Published : May 8, 2013
Open Document
Text Preview
Executive Summary

The purpose of this report is to critically analyse the need for effective management of absence in the workplace.

In order to do this I examined the reports and statistics concerning absence in recent years. I also looked at our own absence management policies and procedures.

My initial finding was that there is no written policy for dealing with absence.

From my research I would recommend that a written policy should be devised and implemented.

This policy should include the basics such as:

➢ Reporting procedures
➢ Requirements for certification-self/medical
➢ Disciplinary actions
➢ Trigger points for further action
➢ Advice & support available
➢ Return to work procedures

To set this out in a written policy will ensure that absence is managed consistently throughout the organisation.

Contents

Executive Summary1

Contents2

Introduction 3

Report4

Summary/conclusions9

Recommendations10

References & reading11

Word Count1560
Introduction

The purpose of this report is to critically analyse the need for effective management of absence in the workplace.

In order to this I will discuss:

• Main business reasons why an organisation should ensure that absence is effectively managed. • Benefits of written polices and procedures for managing absence. • Importance of communication of these policies.

• Strategies for persistent short-term absence
• Issues surrounding management of long term ill health • The roles of Human Resources and operational management in this process.

Managing Absence

Why?

Absenteeism in the workplace costs employers thousands every year. Not only in the direct costs but also in indirect costs. A recent CiPD survey found the average level of sickness absence as 3.9% or 9 days lost per employee.

Although statistics both from CBI and CiPD surveys have shown a downward trend it continues to be a costly business for employers. It became more costly after the removal of the SSP rebate.

Absence can be categorised in two ways. Short-term persistent absence-most disruptive, and long term absence often down to more serious ill health. The effects of high absence levels are wide ranging and affect everyone in the organisation; they cannot be regarded purely as a management problem.

The Costs?

The Cost to the UK economy annually is £10-12 billion.
Average costs per employee £576 a year (CiPD 2003 absence survey) Costs are highest in the public sector.

Direct costs

▪ Wages for people not working-sick pay
▪ Overtime
▪ Loss of production
▪ Loss of revenue
▪ Costs of temps to cover absence
▪ Lower quality or levels of service

Indirect costs

▪ Time for administration/processing
▪ Reduced level of customer service
▪ Lowering morale of other employees
▪ Time lost through office discussion and debate
▪ General dissatisfaction, resulting in low productivity. ▪ Disruption of the flow of work

Benefits Of Written Policy

▪ Assist the management of absence in a more efficient and cost effective manner.

▪ It makes it clear to staff and management the procedure to be followed.

▪ Provides framework for consistency.

▪ Identifies ‘trigger’ points for further action

▪ Recording can identify trends or patterns-‘mondayitis' etc.

▪ Sets out rules of acceptable attendance

▪ Allows disciplinary action to be taken when levels become unacceptable.

▪ Introduction of positive policies can improve working conditions and increase workers’ motivation to attend work.

Importance of Communication

Once absence policies and procedures are established it is important that they are made known...
tracking img