Sickness absence management

In association with

With the average level of absence being reported at 6.3 days per employee per year, sickness absence is potentially a major cost to any organisation and the management of sickness absence can often be a challenge.

By Tony Mawson, director, Organisational HealthCare.

In addition, health problems adversely affecting the performance of an individual who remains in work, so-called presentism, is also potentially very costly.

Early intervention in the spell of sickness absence has clearly been shown to be beneficial not only in reducing the likely duration of such absence but also in improving the chances of returning to work and continuing to provide reliable and effective service.

There is also a considerable benefit in reducing the direct and indirect costs associated with sickness absence.

It is important to have a clear sickness absence management policy which all employees are aware of and that anything in the policy is closely referred to in relevant situations. Should the absence progress, Occupational Health support is often crucial in managing the employee fairly and successfully.

Early referral to occupational health is often part of such policies and can ensure that the employer has the necessary specialist medical advice from the outset to safely and legally support and manage the employee. An occupation health specialist will assess the employee’s health and will then be able to offer advice on potential steps in a return to work, possible adjustments in the workplace which may be necessary (including obligations under the Equality Act) or alternative work if needed and practical.