Controlling short-term absence
Short-term absence can be controlled by the following:
●
return-to-work interviews conducted by line
managers, which can identify problems at an
early stage and provide an opportunity for a
discussion on ways of reducing absence;
●
use of trigger mechanisms such as the
Bradford Factor to review attendance;
●
invoking disciplinary procedures for
unacceptable absence levels;
●
training line managers in methods of
controlling absence, including return-to-work
interviews;
●
extending the scope for flexible working.
Managing long-term absence
The best way to manage long-term absence is to keep
in contact with employees by letter, telephone or visits
to discuss the situation and, where possible, plan
the return to work. This plan may include modified
working hours or a modified role for a period.
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