Is your employees’ well-being part of your responsibilities at work?  Is it even worth it to invest in your employees’ well-being and health?  If you’ve ever mused about any of the questions above, then you should know that the answer is a resounding yes! One of the ultimate aims of every business is to get only the best out of its employees. And this can easily be achieved by contributing positively to the employee’s well-being and health and making sure that your company is employee-centric.

From time immemorial, a lot of employers have been struggling to prioritize their workers and embrace their well-being in the workplace. Many employers believed that making employees work under harsh conditions increased productivity and respect for the employers.  Little did they know that it was doing the opposite. However, things are gradually changing in the workplace. Employers are now investing in various well-being programs because they now understand that it helps increase employee productivity, creativity, and teamwork hence helping them make significant contributions, at work. 

In this article, you will learn about what employee well-being is, reasons why you should consider investing in your employees’ well-being, tips to help you improve your employees’ health and well-being as well as many important points regarding well-being at the workplace. 

Contents 

What do we mean by employees’ well-being and health? 

What contributes to employee well-being?

Why should you invest in the well-being of your employees?

5 tips to improve your employee’s well-being and health

FAQs

What do we mean by employees’ well-being and health?

Resource

https://haillo.com/blog/employee-wellbeing/

 Employee well-being refers to the overall mental, physical, emotional, and economic health of your employee. It basically covers health and safety at the workplace, the environment employees work in, the relationship between team members, employees’ stress levels, the employer’s expectations, and how all these contribute to the employees’ happiness and productivity in the workplace. When employees are in a state of well-being, they contribute immensely to the growth of their company.

What contributes to employee well-being?

Resource

https://factors-contributing-to-employee-wellbeing/

There are various factors that contribute to employee health and well-being at the workplace, factors that you should consider if you want to have employees that are motivated and nurtured for the long term.

These factors include:

  • Employees’ working hours.
  • Good salaries and wages.
  • Relationships between workers.
  • Physical health.
  • Emotional stability.
  • Occupational satisfaction.
  • Proper work-life balance.

Why should you invest in the well-being of your employees? 

Resource

https://why-invest-in-your-employees-well-being/

Paying attention to the health and well-being of your employees can fuel their enthusiasm and full commitment to their work which indirectly increases the company’s productivity and growth. Below are some of the reasons why it is important to invest in your employees’ well-being:

·      It lowers absenteeism rates 

Bringing your employees, well-being resources and policies such as the online GP service will go a long way in reducing absenteeism. Instead of taking time off work to collect prescriptions and attend check-ups, this online service will save them a lot of time, as it is fast and can be done outside working hours.

·      Increases productivity in the workplace

Establishing initiatives aimed at improving your worker’s well-being and health proves that you care for them genuinely.  Consequently, they will feel valued and highly appreciated and they will start to show positivity, enthusiasm, and commitment to their work. They will be more likely to start contributing immensely to their work.

 

·      Promotes resilience in the workplace

Employees with higher well-being tend to be more loyal, resilient, and motivated during hectic workdays as compared to those with poor well-being and health. 

 

·      Creates a stronger employer branding 

Your contributions to the well-being of your employees will not go unnoticed. Instead, it will go a long way in cementing your reputation as a top-notch employer. This will boost your company’s growth as your employees will most likely recommend it to their friends and clients. 

5 tips to improve your employee’s well-being and health 

Resource

https://tips-to-improve-employee-well-being/

To enjoy the benefits that come with happy employees, it is very important to create or promote wellness initiatives that will improve your employee morale. Some of the strategies you can adopt to help improve your employee’s well-being and health include:

  • Create a wellness survey in order to get your employee’s opinions regarding improvements they’d like to see in their workplace.
  • Establish a robust wellness program to sustain your employees ‘physical health.
  • Promote a work culture that is conducive to friendships and social connections.
  • Establish and promote Employee Assistance Program.
  • Be an active advocate of Mental Health Awareness programs.

FAQs

What are some of the common factors of employee well-being? 

Some of the most common factors that contribute to employee well-being and health include: 

  • Personal Growth.
  • Financial stability.
  • Good physical and mental health. 
  • Good salaries.
  • Work-life balance.

How can you measure employee well-being?

Employee satisfaction surveys, HR data as well as Management Information can help you get insight on the state of your employee’s well-being as well as possible ways you can use to improve it. 

Who is responsible for well-being in the workplace?

Employers are accountable for their worker’s health and well-being in the workplace. It is your responsibility as an employer to make sure that your employees work in a safe and conducive environment.

What does well-being look like at work?

Employee well-being is signified among others, by having access to a safe healthy work environment, good health, a good salary, good working relationships with other team members, and a good work-life balance.

What are some of the key pillars of holistic employee well-being?

According to recent studies, various factors form an important backbone of wellness in the workplace. Some of the key pillars of employee well-being include:

  • Physical well-being.
  • Financial well-being.
  • Career well-being.
  • Social well-being.
  • Emotional well-being.

It takes a healthy,  dedicated, and motivated team to run a winning business, as such investing in employee well-being initiatives should be one of your top priorities. As the common slogan goes, a happy employee is your very best ambassador.

Gender inequality in the workplace is an important topic that companies need to work on when looking for their business growth. Despite the common belief that in modern times, women are given equal opportunities in the workplace, men continue to land the most high-paying jobs. Read on to learn what the gender gap is and how companies can achieve gender equality in the workplace.

Contents

Gender equality in the workplace definition

The current gender equality in the workplace in the UK

Why is gender equality in the workplace important?

Gender equality in the workplace laws

How to promote gender equality at work?

FAQs

Gender equality in the workplace definition

Resource – https://www.indeed.com/hire/c/info/gender-inequality-in-the-workplace

Gender equality in the workplace exists when everyone, irrespective of gender, can uniformly gain access to and benefit from resources, opportunities, and benefits to flourish and succeed at all levels.

In order to be successful, any business needs to consider gender equality in the workplace. To take a step in the right direction, companies must strive to make their workplace equal, comprehensive, and diverse. A company’s management can help close the gender gap by having fair hiring, reimbursement, appraisal, and promotion policies, irrespective of gender.

The current gender equality in the workplace in the UK

Resource – https://blogs.lse.ac.uk/socialbusinesshub/2021/11/15/why-we-should-still-be-concerned-about-gender-inequality-in-the-uk/#:~:text=Women%20are%20less%20likely%20to,members%20of%20parliament%20are%20women

Although just like in the other countries of the world, gender equality in the workplace in the UK is slowly closing, the UK still has a long way to go. There are still many inequalities and differences that women face at work. Gender equality in the workplace statistics in the UK shows that men are more likely to be employed full-time than men, and the gender pay gap in the UK stands at 17.3%. Regarding the Gender Equality Index, the UK ranked 6th in the EU in 2017. It is believed that with the current rate of progress, it will take 100 years to achieve complete Gender Equality in the UK. Gender inequality can be witnessed all around us, with less than a third of the members of parliament being women and only 35% being in top leadership positions. The UK, just like the rest of the world, still has a lot of work to do to achieve gender equality at work.

Why is gender equality in the workplace important?

Resourcehttps://www.wgea.gov.au/about/workplace-gender-equality#:~:text=Achieving%20gender%20equality%20is%20important,national%20productivity%20and%20economic%20growth

Gender equality at work is essential because it is the right thing to do and will enhance the company’s reputation. However, it is also linked to a country’s general economic performance. As more and more women join the workforce, they raise wages and the nation’s GDP.

Companies that encourage women to join them gain a wider talent pool where they can use the talents and abilities of more people. An encouraging, bias-free, and understanding gender-equal workplace results in an innovative attitude. Having both genders in your company gives you different perspectives, which come with varying experiences in life. It allows your company to profit from ideas that come from different perspectives. Moreover, having women on teams can improve team activities and promote collaboration. It is believed that women have more vital skills in reading non-verbal signs.

Customers like dealing with someone they can relate to; having a diversity of genders, backgrounds and ethnicities mean that customers would be able to communicate with them much more effectively, which will also result in customer satisfaction. To be successful, a company must adopt a flexible work culture that encourages mothers to join or rejoin the workforce. An organisation with flexible work, fair pay, and diversity results in a better quality of life for all genders. This means a good work-life balance can be achieved where both genders can spend quality time with their families.

In the end, if your staff feels that they are fairly treated in your organisation, paid equally for equal work done irrespective of their gender, and think that you are trying hard to provide an equal working environment to all, they will be happier. This employee satisfaction will mean that the employees will work hard, and the retention rate will improve.

Gender equality in the workplace laws

Resource – https://www.cipd.co.uk/knowledge/fundamentals/emp-law/sex-discrimination/factsheet#gref

Gender discrimination has been illegal in the UK for many years, but the Equality Act 2010 law was incorporated only recently. The law protects against direct and indirect discrimination, harassment, and victimisation in the workplace. It also includes a ban on age discrimination against adults in the workplace. There are laws against pay gaps, maternity discrimination, harassment at work, and much more; however, even after this, we have a long way to go. Unfortunately, not many companies can boast of total gender equality even after all the steps taken by the organisations.

How to promote gender equality at work?

Resource – https://www.invensislearning.com/blog/workplace-gender-equality/

Promoting gender equality in the workplace lies on the shoulders of the management. Companies must strive hard to close the gender gap and make their workplaces inclusive. The below-mentioned tips can help employers in promoting gender equality at work.

Focus on diversity during your recruitment process.

The first step towards gender equality is to modify the job descriptions to promote gender equality. While preparing the job description, make sure that the description does not focus on segregating candidates based on gender, ethnicity, etc. Also, ensure that the language is free of prejudiced ideas or stereotypes. The interviews should also be fair and free of bias, giving all candidates equal opportunities.

Remove the gender pay gap

In every organisation, each employee must be paid equal wages for equal work, irrespective of gender. Employers can support gender equality by being transparent about salaries to ensure women are not being paid less than men in equivalent roles. A compensation program must be developed that would be fair, justifiable, and transparent. Even when it comes to promotions, everybody should be given equal opportunities, and organisations should not shy from promoting women to top leadership roles.

Work-life balance should be a priority

Organisations should incorporate part-time and flexible working in various job roles. In general, women share a huge chunk of responsibilities at home, especially after they become mothers. Childcare support and paternal leaves will ensure that child’s responsibility is shared, and women do not have to leave their jobs to raise the kids.

Strict and Effective Policies

Organisations must have a strict policy against workplace harassment of all kinds. Employers must make appropriate policies to protect women, and if any case of harassment comes to light, organisations should take appropriate measures to punish the guilty. A vigilant approach by the management will make the women feel safe and secure at their workplace. There is a need to change the company’s culture so that all employees learn to treat each other equally.

FAQs

Which country is the best for gender equality?

The Netherlands is the best country when it comes to gender equality.

How much is the gender pay gap in the UK?

According to the Office for National Statistics (ONS), pay for full-time employees was 7.9% less for women than for men in April 2021.

Is gender equality a concern for men?

Yes, gender equality is also a concern for men because, in the absence of gender equality, unrealistic expectations are put on men where they are expected to be leaders irrespective of their personalities or interests.

What are the barriers to gender equality in the workplace?

Some barriers to gender equality in the workplace are – gender stereotypes, workplace culture, societal expectations, and much more.

What are the challenges that women face in their workplace?

Some challenges women face in their workplace are – unequal pay, sexual harassment, less promotion to top roles, etc.

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After working hard in the office, every employee deserves a holiday where they can relax and spend some time with their families. However, the thought of losing salary during this period makes employees reluctant to take a holiday – a holiday that can rejuvenate them and make them more efficient in handling the workload. The good news is companies, by law, are required to provide annual paid holidays to their employees so they can enjoy their much-deserved vacations without any financial stress. Read on to find out more about holiday pay and how it is calculated.

Contents

What are paid holidays?

What are the holiday pay rules?

How is holiday pay calculated?

Do paid holidays reflect overtime and include public holidays and bank holidays?

How to ask for leave?

Carrying over holiday

FAQ

What are paid holidays?

Resource

https://www.wikijob.co.uk/finance/pay-salary/holiday-pay

All full-time, part-time, and under zero-hours contract workers are entitled to holiday pay entitlement. The purpose of holidays with pay is to ensure that the workers do not suffer a financial loss while taking their much-deserved vacation. Holiday pay in the UK accumulates from the day an employee starts working and continues to build up during various leaves.

What are the holiday pay rules?

Resource

https://www.cipd.co.uk/knowledge/fundamentals/emp-law/holidays#gref

By law, a full-time employee is entitled to a minimum of 5.6 weeks or 28 days of leave per year, which includes bank holidays. However, your employer can even choose to give you more holidays than the holiday pay entitlement. The holiday pays for 0-hour contract workers, and part-time employees are also 5.6 weeks and calculated on a pro-rata basis.

How is holiday pay calculated?

Resource

https://www.brighthr.com/articles/leave-and-absence/annual-leave/pay/

While calculating paid holidays for full-time employees is easy, calculating holiday pay in the UK for 0-hour contract workers, agency workers, and part-time employees takes some work.

For calculating paid holidays use the following formula:

5.6 x the number of days in your usual working week.

You need to take the average hours and pay worked over the last 52 weeks and calculate the average weekly pay to determine how much you will pay for the holidays.

If you are still confused about how to calculate holiday pay, you can use a holiday pay entitlement calculator to make things easier for you.

Do paid holidays reflect overtime and include public holidays and bank holidays?

Resource

https://www.wikijob.co.uk/finance/pay-salary/holiday-pay

After changes in UK holiday pay rules, it is now recognised that holidays with pay must be the ‘normal’ wages. Thus, when employers ask the employees to work overtime and are paid for it, these overtime payments must be considered when calculating their holiday pay. The same is the case with commissions and bonuses. However, employers are not obliged to include overtime in holiday pay if the overtime is ad-hoc and not regular. Similarly, an employer does not have to give bank or public holidays.

How to ask for leave?

Resource

https://www.acas.org.uk/checking-holiday-entitlement/asking-for-and-taking-holiday

All employees with a contract of employment are eligible for holiday pay entitlement, so there is no need to lie, and an employee can tell their employer that they want leave for holidays. However, you do not have the absolute right to decide the dates of your annual leave. If your employer has a genuine reason, they can refuse to give you the leave on particular dates. Therefore, it is a good idea to ask for your holiday leaves and dates at least twice the number of days in advance as the number of days you want the leave for. An employer has the right to refuse holiday leaves to their employees if it is a busy period at work or other employees are also taking a leave, which can hamper the work. However, just like the employer, the employee should also notify about the cancellation of the holiday leaves in advance. If the employee feels there is no reason for refusing the leaves and they are being discriminated against, they can complain to HR.

An employer can also set a specific period for you every year when you can take holiday leaves. If this is the case, they should tell the employee in advance, which should also be mentioned in the contract.

Carrying over holiday

Resource

https://www.pureemploymentlaw.co.uk/faqs-carrying-over-holiday/

In most cases, the employee has no right to carry forward their holiday leave entitlement. In cases where the employer allows you to carry forward your paid holidays, it is usually restricted by a certain number e.g., cannot be more than eight days. Also, sometimes the employer can set the condition that these carried-over holidays must be used within a specific period and allow to carry them forward for a maximum of 18 months. It is required by law to carry forward holidays when you cannot take your holiday due to sickness, injury, or maternity leave.

FAQs

How much holiday pay am I entitled to according to holiday pay rules in the UK?

Almost all workers are legally eligible for 5.6 weeks of paid holiday a year. However, this calculation can get complex for part-time employees and shift workers and can be done with a holiday entitlement UK calculator.

Can I get holiday pay when leaving a company?

When you leave your job, you can take the accrued statutory holiday entitlement you have left before leaving.

Is holiday pay mandatory?

Yes, it is mandatory for employers in the UK to provide paid holidays for the holiday allowance the employee is legally entitled. Employees can use a holiday pay rate calculator to determine how many holidays they are lawfully entitled to.

Will I get holiday pay for public/bank holidays?

If your company does not operate on bank holidays, then you will get paid time off during the public/bank holidays.

Can I take paid holidays as soon as I join a new company?

In the first year of your new job, your employer can require you to wait until you have enough accumulated holiday allowance. Your holiday allowance can be less than 5.6 weeks in case you have joined the company mid-year.

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Things can get tricky for some people after retirement when they do not have a source of earnings. And a pension in the workplace is a savings scheme to help employees enjoy the later years of their life without compromising their standard of living. Read on to learn about workplace pensions, their benefits, eligibility, and more.

Contents

What is a workplace pension?

How does a workplace pension work?

What are different workplace pensions?

Who is entitled to a workplace pension?

What is pension tax relief?

Changing jobs and workplace pensions

Workplace pension vs private pension

FAQ

What is a workplace pension?

Resource

https://www.nerdwallet.com/uk/pensions/workplace-pensions-explained/

A pension is a form of saving you can use when you retire and do not have an earning source. The employer arranges workplace pensions, and a workplace pension law requires most employers to automatically enroll their workers into workplace pension schemes to ensure workers get a pension in the workplace.

How does a workplace pension work?

Resource

https://www.standardlife.co.uk/pensions/guides/what-is-workplace-pension

A pension in the workplace scheme works by deducting a percentage of your pay as contributions directly from your wages. When you join a new company, you will be informed about the percentage of your salary that will be contributed to your workplace pension. In most cases, your employer will also add money for pension for workers. In some workplace pension schemes, the government also makes payments.

What are different workplace pensions?

Resource

https://www.pensionbee.com/pensions-explained/pension-types/what-is-a-workplace-pension

The two main types of pensions for workers are

  • Defined contribution pensions or money purchase schemes
  • Defined benefit pensions or final salary pensions

Defined contribution pensions

A defined contribution pension is a workplace pension like a tax-friendly savings account. This scheme pays you a retirement income based on the amount you have contributed to the pension. The money in your pension in the workplace is invested into funds, and the amount you receive

pension plan on retirement will depend on the performance of this fund. The employer and the employee get tax relief on the contributions made in this pension scheme at the workplace. When setting a workplace pension for workers, the employer can choose from an individual trust pension scheme, a master trust pension scheme, a group personal pension, and many others. You can typically take money from this pension scheme from age 55.

Defined benefit pensions

Although very rare nowadays, a defined benefit pension is a workplace pension given mainly by big or public sector companies. This pension is linked to your salary, so it increases as your working salary increases. The pension scheme is a workplace pension that pays you a retirement income based on your salary and the years you have worked for the company.

Who is entitled to a workplace pension?

Resource

https://www.ageuk.org.uk/information-advice/money-legal/pensions/workplace-pensions/

Regarding workplace pension rules in the UK, all employers must provide a workplace pension scheme and enroll their employees into their pension scheme automatically. An employee aged between 22 and State Pension age, earns at least £10,000 per year and who works in the UK is eligible for a pension for workers.

In most cases, your employer does not have to automatically enroll you if you do not meet the criteria mentioned above. One can opt out of the workplace pensions if they want to after informing their employer. However, if money is not an issue, it is an excellent decision to contribute to a workplace pension scheme, as it will be beneficial in the future.

What is pension tax relief?

Resource

https://www.hsbc.co.uk/retirement/what-is-a-workplace-pension/

Some pension schemes allow the money that you would normally pay to the government to go towards your pension instead, which is known as pension tax relief. Thus, a good pension scheme allows the employee and employer to reduce the tax they pay to the government as the idea is to not be taxed on money paid into your pension. However, there is a limit on the tax relief one can get on the contributions made to the pension scheme, therefore, you should decide on your contribution only after discussing it with HR.

One must make a minimum of 8% contribution towards their pension fund out of which 5% is deducted from the salary and 3% is made up of your employer’s contributions and tax relief.

Changing jobs and workplace pensions

Resource

https://www.gov.uk/workplace-pensions/changing-jobs-and-taking-leave

Whether you change jobs or stop contributing money to your pension funds, the money still belongs to you, and you get it when you reach the scheme’s pension age. When you change jobs, you can join the pension scheme of your new employer or join the two schemes (this is not possible in all the schemes). This is because there is no limit to the amount you can put in your pension schemes.

If you are getting paid during your maternity leave or any other leave, you and your employer will continue to make pension contributions.

In case of the passing of the employee while still in service, the pension funds get passed to their beneficiaries. You should constantly update your pension scheme documents, so your pension pot is inherited by someone you want in the event of your death.

Workplace pension vs. Private pension

Resource

https://www.wealthify.com/blog/private-pension-vs-workplace-pension

Private pensions are like workplace pensions; however, instead of being set up by your employer like a workplace pension, they are set up by you.

FAQ

Are workplace pensions worth it?

Like any other saving scheme, workplace pensions are beneficial for most people as they help people enjoy their retirement without worry. The good part about pension for workers is that it is not only you who contributes to your pension pot, but your employer also contributes, and you also get the tax benefits. So, if you have money, you should contribute to your workplace pensions.

Is workplace pension compulsory?

The UK law requires all employers to provide a workplace pension scheme to the workers. However, an employee can choose to opt out of this scheme.

How much workplace pension will I get?

The workplace pension you will get will depend on the contributions you and your employers have made and the performance of your investments.

How much workplace pension do I pay?

In most cases, the contribution in the pension pit is 8%, where the employer puts around 3%, and the employee puts 5%.

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While working in an office, various errands can come up at a personal front, which might require the employee’s attention and make it difficult for them to come to the office. While there is nothing wrong with taking occasional authorised absences from work due to some important work, it becomes a problem when these absences become so much that they affect the employee’s productivity. In these cases, management needs to take some action to manage and reduce these absences, and an absence management system is a step in that direction. Read on to know more about absence management methods and their importance.

Contents

What is an absence management system?

Why is absence management important?

Types of absences from work

· Authorised absence

· Unplanned absence

· Unauthorised absence

What are the Absence Management methods?

· Absence management policy

· Absence management software

· Absence management data

· Conduct interviews

· Absence management training

· Embrace flexible working hours

FAQ

What is an Absence management system?

Resource

https://www.spica.com/blog/drive-engagement-and-productivity-with-absence-management

Absence management is a system employers use to reduce employee absenteeism during working hours. The employee’s absence can be due to various reasons, like, illness, vacation, or family reasons, and can affect the workforce’s productivity. Therefore, the absence management system is designed to manage excessive or unnecessary employee absenteeism with the help of company policies, procedures, or programs. The system also helps to manage and record absences for accurate payroll processing.

Why is absence management important?

Resource

https://www.naturalhr.com/2021/11/01/absence-management/#:~:text=Absence%20management%20is%20about%20reducing,proactive%20role%20in%20applying%20them.

Employee absenteeism does not only cause a loss in productivity and results in both direct and indirect costs to the business. Frequent absences of employees can result in workplace disruption as the other employees may find this unfair and be against the idea of covering the absent employee’s work. However, an efficient absence manager process helps monitor both planned and unplanned absences and helps prevent them as much as possible, thus increasing the work productivity.

Types of absences from work

Resource

https://timetastic.co.uk/blog/what-are-the-different-types-of-absence/

There are different types of absences from work that exist. While some types of absences are important, others can be problematic if not managed correctly.

Authorised absence

An authorised absence is where an employer has permitted an employee to be away from work for a specific time period. Some commonly authorised absences are – Personal absence, Annual absence, Vacation Days, Bereavement absence, Maternity and paternity absence, Jury Duty, etc.

Unplanned absence

An unplanned absence is when an employee has to miss work due to an unpredicted reason. Some common unplanned absences are – sickness, mental ill-health, parent or childcare, injury, emergency absence, etc.

Unauthorised absence

An unauthorised absence is where an employee takes time off from work without informing anyone in the office or takes off even when they were denied permission. While a couple of such absences can be ignored, if unauthorised absences become regular, management needs to look into the issue and take some disciplinary action. Some common unauthorised absences are – coming late and unauthorised absence.

What are the Absence Management methods?

Resource

https://www.sodexoengage.com/blog/employee-benefits/4-tried-and-tested-absence-management-methods

Organisations must handle sensitive situations where employees take too many unauthorised absences. Below are some Absence Management methods that can help the organisation manage and reduce employee absenteeism during working hours.

Absence Management Policy

Just like each organisation has its own policies, standards, and practices, the absence management policy of every company is also different. However, every organisation should have a clear absence management policy explaining employees’ rights and responsibilities when absent from work. The policy should provide a clear and coherent process to help an absence manager deal with absence and let employees know about the Absence Management process. The Absence Management Policy must cover everything related to absence management, so there is no confusion when the employee is to take the absence. If your organisation does not have an absence Management Policy, you can use any Absence Management Policy template available online.

Absence Management software

An absence management software in the UK can help you to understand the causes of absences and subsequently help you to reduce these cases. The software helps to record absences, identify the reasons for absences and evaluate the data for underlying trends.

Absence management data

To find the real reason behind employee absences, organisations need to collect data about the reasons for employee absences and act accordingly. This data can be collected through absence Management software and anonymous surveys, which can help get an idea about the thought process of the employees.

Conduct interviews

Once an employee returns from a long absence from the office, a return-to-work interview must be conducted in which the management must follow a compassionate and humane approach to talk to the employee about their reason for absence. This will not only help the management to find the various causes of absences and work towards reducing them but will also deter employees from taking unnecessary absences.

Absence management training

Although absence Management is the primary HR domain, the absence Management system can be much more effective if line managers are also trained to act like absence managers. These managers can then talk to the employees and find the reasons behind their absence.

Embrace flexible working hours

If your company does not require employees to be physically present in the office to complete their work, then you should consider flexible working hours. Employees often call in sick from the office because they have errands to run at home. Giving the employees the option to work from home can help to reduce these absences.

FAQ

How many absences are allowed at work?

There is no legal limit on the number of absences allowed at work in the UK. Each company has its policy; however, before taking an absence, the employee must take permission from their seniors and let them know why they are absent. Of course, if an employee takes too many absences, disciplinary action can be taken against them.

Does authorised absence affect attendance?

Yes, authorised absence affects attendance as each employee gets a set number of absences, which they can use in a year.

What if I remain absent without informing my seniors?

If you remain absent for a long time from work without informing your seniors, you can be terminated. Therefore, you should inform your seniors as soon as possible about why you took the absence.

How to calculate absence cost?

The absence cost is calculated by (Average Revenue Per Employee x Average Sick Days) + (Average Salary x Average Sick Days)

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