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Management Development – Cutting Unauthorised Absences

According to a survey undertaken by CHH, employers are losing ground when it comes to keeping workers on the job. Unscheduled absenteeism rates have risen to their highest level since 1999, and what continues to be of most concern is that almost two out of three employees who don’t show up for work aren’t actually physically ill.

It is estimated that employee absenteeism costs the UK economy around £12 billion per year. On average, this equates to around 8.5 days per employee at an average cost to the business of £600 per employee. Of course, these are not the only costs incurred by an organisation - other factors to take into account are disruption and lost work as other employees try to cover for their absent colleagues.

One of the areas that many people are unsure about how to tackle are unauthorised absences or lateness. This is often called ‘Monday morning syndrome’, where individuals are regularly absent from work (or indeed late) on a Monday. This can also sometimes be extended to a Friday, and even to days directly before or after a period of annual leave. This scenario often starts with occasional absences which, if left unmentioned over time, can increase and become more regular. Trigger factors include:

• Problems concerning motivation.
• Quality of management and leadership.
• Working relationships.
• Working environment.
• Ergonomic factors.
• Health and safety issues.
• Job role.
• Lack of training and career development.
• Policies and procedures.
• Other factors outside of work e.g. personal or family problems.

If employees know that absence will be noticed and follow up on upon return, they are less likely to take time off without very good reason. From a Manager’s point of view therefore, it is essential to have measures in place which will reduce or prevent unauthorised absences. Some of these measures include:

• Regular monitoring of individual absence or attendance records.
• Clear procedures which are brief and understood by all employees e.g. ensuring that people ring in by a certain time if they are going to be late or absent.
• Hold ‘Return to Work’ interviews – informal discussion with the employee on the day after they have returned to work.
• A rule concerning absences immediately taken before periods of holiday.
• Taking disciplinary action against regular absenteeism. Whilst this course of action should always be very carefully considered, it may be necessary.

Developing People can help equip the Managers in your company to deal effectively with absenteeism, as well as many other Management Training and Development issues. Please call us on 0845 409 2346 for more information, or see our Management Development information on this website.