Dear all,
Any suggestions how to address the abuse on sick leave affectively to the employees or any ideas or plans about this.
As this is being a huge cost on the company.
Thanks in advance.
Hi Odette
What is your process for reporting and managing sickness absence at the moment? Do employees have to ring in and talk to their manager when they are sick? Does the manager keep in touch during their absence? Are return to work interviews done all the time?
Those are the very basic things that help to manage sickness absence and reduce it. Over and above that, you probably need to do some analysis - where does the problem with your absence levels lie? Is it long term or short term absence? Why are people abusing the system? Do they feel they have no other option when they need time off in an emergency? Are they unenthusiastic about work and just not motivated to come in? Is there something in the work place they are trying to avoid? These are all things you can do something about - it might not be quick or easy but it can be done.
Ultimately if you've fixed everything you can and tried the carrot approach as much as possible, then it might be time to bring out the stick of the absence management process - a process of escalating warnings with occ health referrals if required to get to the root of the problem with individuals which ultimately may lead to their dismissal if they are unable to maintain effective levels of attendance even after you've done everything you can.
If you can give us some more details about where you think the problems lie, then we can give more targeted advice. ;-)
