Police Services Are Sick of Staff Absence

[Employment Law Services]

Earlier this week we posted in our blog about a widely reported story that Police Services across Scotland were experiencing real difficulties when it comes to manging staff absence.

With an absence rate of 4.3% for police officers and 5.1% for police staff and with 60% of absences being self certified, staff absence is a costly problem they are struggling to get on top of.

Loopholes in the current system are contributing to the majority of problems but we often come across many private sector businessess who have similar problems and who also struggle with managing them.

We recommend that businesses ensure the key foundations to effectively manage staff absence are in place:

• Good HR strategy, policies and procedures including absence measurement
• Line manager training and staff communication
• Confronting poor attendance
• A Review of Sick Pay Scheme
• Return to work interviews
• A Review of occupational health support
• Fairness, flexibility and the working environment
• Preventative measures

Once the key foundations are in place, businesses can deploy a variety of absence interventions that can immediately start reducing absence levels.

Effective interventions in managing staff absence include:

• Return-to-work interviews (widely regarded as most effective way to reduce absence)
• Disciplinary procedures for unacceptable absence levels
• Use of trigger mechanisms such as the Bradford Factor to review attendance
• Involving trained line managers in absence management
• Restricting sick pay
• Involving occupational health professionals
• Effective well-being preventative initiatives

Introducing changes to your current absence policy and managing staff absence within the confines of complex UK employment laws can prove difficult, especially if you've got existing problems with staff members so to prevent problems and protect your business get employment law advice and speak to EmployEasily HR first!