Definition
The policies, procedures, and practices an organisation uses to manage employee absence, including sickness absence, unauthorised absence, and planned leave. Effective absence management balances employee welfare with operational needs.
UK Context
UK employers have no statutory obligation to pay more than Statutory Sick Pay during sickness absence, but many offer enhanced company sick pay. The Equality Act 2010 requires employers to make reasonable adjustments for disabled employees, which may include adjusting absence triggers. The Bradford Factor is widely used in the UK to identify patterns of short-term absence.
Best Practices
- Have a clear absence policy that sets out reporting procedures, trigger points, and the return-to-work process
- Conduct return-to-work interviews after every absence to show concern and identify patterns
- Track absence data to identify trends and address underlying causes such as work-related stress
Frequently Asked Questions
Can employers dismiss an employee for excessive sickness absence?
Yes, but the dismissal must be fair. Employers should follow a capability procedure, consider occupational health advice, make reasonable adjustments for disabilities, and explore alternatives before dismissal. Premature dismissal without proper process is likely to be found unfair by a tribunal.
Should employers include disability-related absence in Bradford Factor scores?
Best practice is to discount disability-related absence from Bradford Factor calculations to avoid indirect disability discrimination. The Equality Act 2010 requires reasonable adjustments, which may include adjusting absence trigger points for employees with disabilities.