Absence - cost of sickness absenteeism and non-attendance
What's the cost of absence?
Absence is a nuisance to employers.
     Employers also accept that they and         their workers become ill or take time        off for a variety of reasons including          starting a family. 
     There are certain minimum legal                 entitlements for employees dependent         on their individual employment status,         location, job or occupational sector         where they work, often enhanced by         the organisation where they work. 

     A failure to adhere to those legal             entitlements, follow an accepted code        of practice or stick to policies and             procedures puts an employer at risk of      poor employee relations, grievances         and employment tribunal or civil claims.


    There are many reasons for absence 

    which can be categorised as:-

  • Timekeeping or Lateness
  • Authorised Absence (i.e. Holidays; Maternity Leave; Time off for Public or TU duties)
  • Unauthorised Absence
  • Sickness Absence
    The absence will either be:-
  • planned or unplanned;
  • agreed or accepted;
  • needing to be investigated and/or challenged;
  • paid or unpaid.
    Employers often find monitoring and        controlling absencecomplicated and            time-consuming. They wonder if it is        worth investing for the return achieved 

    and so, sadly, 18% of employers don't        record employee absence rates.

    However 66% of employers recognise        the positive impact of recording the            rate and taking other action on their        organisation's success.


We agree with them


The CIPD and Simply Health Annual Survey Report 2012 on Absence Management shows that on 
average each year an employee 
has 6.8 days absence* 
or 3% of working time lost 
at a cost of £600 per year. 

That's nearly £2.57 per employee per working day or £50 per month.


* (after trimming out the largest 5% and smallest 5% 
to get a better estimate)

Can you afford to 
waste money?

Managing absence is fundamentally the joint responsibility of line management and the individual employee or worker.

Knowing employee absence rates, costs and causes influences plans.

Effective policies and procedures makes management control easier.

Investing time and resources in employee wellbeing results in:

Absence Productivity
Stress Loyalty and Motivation
 PresenteeismEmployee Engagement 
Frustration Resilience 
Conflict Profits 
Labour Turnover Growth 
Risk of Litigation / Insurance Claims Retention of Key People 
 Attraction of Best Candidates 
 Business Opportunities 

What do we do?
We support you, your line managers and your employees to 
  • Review existing policies and procedures to ensure legal compliance
  • Recommend changes or new processes to achieve best practice
  • Brief Directors and Senior Management
  • Consult/negotiate changes with Trade Unions/Employee Representatives,
  • Train and develop skills for line managers to manage absence,
  • Monitor, measure and tackle rates, duration, costs and causes,
  • Handle casework and/or claims,
  • Advise on grievance, disciplinary and performance issues,
  • Give specialist advice on absence-related issues,
  • Liaise  with contacts and specialists,
  • Identify action plans for individuals, teams and the organisation; and
  • Audit and review progress continually


By using our holistic approach in conjunction with our network of specialists in Health & Safety, Occupational Health, Counselling, Employee Assistance, Complementary and Alternative Therapies, Training, Teambuilding and others we can help you reduce
absenteeism and get you a 
healthier and happier workplace.
Please contact us to arrange an appointment.