What is a significant business aspect that can influence your company’s productivity and overall costs that is sometimes overlooked? Employee sickness and absence.
Handling employee absence due to illness can be a daunting task, especially without a defined approach.
However, with a well-planned strategy, you can not only manage the situation effectively but also support your employees better, boosting morale, and productivity, and in turn, reducing unnecessary costs.
Here are some crucial recommendations that can significantly enhance your ability to manage these instances:
- Implement a comprehensive sickness absence policy: Establish a transparent policy detailing the procedure for reporting sickness absence, expectations from employees during such instances, and available resources to assist employees to resume work promptly and safely.
- Monitor absences proactively: It is essential to keenly observe and track sickness-related absences. This can reveal patterns or trends, which can be a sign of underlying issues necessitating attention.
- Provide supportive measures: Offering provisions such as flexible working arrangements can be a lifeline for employees grappling with health issues. It not only helps them manage their condition but also ensures continuity at work.
- Maintain regular contact: Stay in touch with employees on leave due to sickness. Keeping them updated about work developments and ensuring they feel valued and supported can facilitate a smoother return.
- Adhere to legal obligations: Being aware of your responsibilities under the Equality Act 2010 is critical. This act safeguards employees from any form of discrimination based on disability.
- Promote health and well-being: A proactive approach towards promoting employees’ health and well-being can significantly reduce sickness absences. Consider integrating health and wellness programs within your organisation’s culture.
- Sick pay: You should ensure that you are up to date on the regulations around sick pay. Eligible employees can get £109.40 per week in Statutory Sick Pay (SSP) if they’re too ill to work, which can be paid by you as an employer for up to 28 weeks. Some companies may offer more via an occupational scheme, but SSP is guaranteed.
Adopting these measures can lead to a healthier and more productive workforce. It can also help your business steer clear of unanticipated costs associated with frequent employee sickness absences.
Remember, your actions today can influence your business performance tomorrow. Thus, investing in your employees’ well-being will ultimately result in a long-term win for your business.