Absence Management

What is absence management?

Absence management is the process in supporting your business through planned or unplanned absence of your workforce. This could include sickness, injury or annual leave. Policies and procedures can be put in place to support your business through the following with notification procedures, payment terms and return to work support.

Why does absence management matter?

It is important to have policies and procedures in place to support absence management and prevent the negative impact that it can have on productivity, efficiency and the rest of the workforce.  Staff who are not absent take on additional work to ensure the deliverables of your organisation are not effected which can lead to increased stress and lowered morale.

An absence or sickness policy is also a framework for the employee absent to ensure they understand what is expected of them whilst they are away but also the obligations and duty of care of the employer.

We can help you with absence management

To ease the management of this situation, we can offer support on how to reduce absences, having difficult conversations with employees, reviewing your absence, holiday and sickness policies and let you know your legal obligations as the employer.  To maintain smooth running of your business, we can advise on getting the employee back to work and ensure they settle back into their role as efficiently as possible. If further issues or uncertainty proceeds we can advise on next steps which may consist of liaising with our recommended Occupational Health advisors or writing to the medical professionals who hold the duty of care for the absent employee.

We can train you to handle absence management

We don’t currently have any public open courses scheduled that deal with this topic, so please contact us to discuss bespoke courses.

Employment law realting to absence management

Employment Rights Act 1996

The Employment Rights Act 1996 sets out the rights that employees are entitled to in the workplace. The act talks about a range of interesting topics that can affect the employee, such as: The employment contract Pay Protection from detriment Time off from work Dismissal The Employment Rights Act is a crucial piece of legislation…

Other HR issues relating to absence management


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Dismissal is when the employer terminates the employment relationship against the employee. Dismissal should be a last resort but sometimes it is unavoidable and the relationship must end this way. To comply with legislation and best practice, employers should carry out necessary investigations without unreasonable delay to establish the facts. It is important to manage…

Employee Engagement

Employee engagement is an approach taken by an organisation that results in the right conditions for all employees, allowing them to work to their greatest potential, increasing their commitment to the organisations values and goals, also by motivating employees to contribute to the organisations overall success. Employee engagement is based on trust and the two…

Employment Disputes

Arguments : confrontation : disagreements : tension : yelling : physical fight These are examples of employment disputes that can unfortunately happen between staff in the workplace. An employment dispute can be between team mates, cross-departmental or conversed seniority. It could be longstanding or a shorter stemmed reaction. Either way every dispute will be different…


A grievance is a concern, problem or complaint raised by an employee against their employer. It is ideal for an employer to have a grievance procedure in writing, commonly held within the staff handbook, contract of employment or held with additional company policies to help you manage this situation fairly and without delay. Contractually, you…

Performance Management

Performance management is the process to help staff reach business objectives through optimal performance at work. Employees are a key asset to the successful running of your business, so it is important that your team is supported within their role and given the opportunities to develop and achieve results. Staff should be aware of the…

Unfair Dismissal

For a dismissal to be fair it must be for a fair reason i.e. conduct, capability, breach of the law, or redundancy; and the dismissal must have been dealt with fairly i.e. follow the correct process, with the correct notice and payments. Unfair dismissal can be claimed by an employee through an Employment Tribunal if…


Whistleblowing is when a worker reports a certain type of wrongdoing. A whistleblower is protected by law and shouldn’t be treated unfairly or lose their job because they ‘blow the whistle’. A concern can be raised at any time about an incident that happened in the past, present, or is believed to happen in the near…
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