Monitoring Chronic Absence: An Overlooked But Essential Tool for Reducing the Achievement Gap
Reducing employee absence.....5 Quick Wins
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REDUCING EMPLOYEE
ABSENCE5 QUICK WINS
WWW.THEOHBUSINESS.CO.UK
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1. TUNE IN TO YOUR EMPLOYEE’S WORLD.
• Seems obvious? • Be aware of what is happening in
your organisation. • Who has problems with child
care, elderly relatives or is going through a divorce?
• Which employees are attending their GPs or hospital for tests or minor treatments?
• How will their situation develop over the next few months?
• Have you got employees with existing conditions?
• Do you know if they are likely to be progressive?
• Have you thought about how their job role may need to change in the future to accommodate their varying or advancing symptoms?
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2. START A DIALOGUE TO OFFER SUPPORT AT AN EARLY STAGE.
• Consider how the employee’s situation or health condition may develop at an early stage.
• Consider what options may be available to support them to stay in work. • Discuss with Managers what role flexibility may be possible if the employee's
circumstances do become more difficult. • Use a problem solving approach.• Speak with the employee regularly and offer support. • Talk about various scenarios and develop a plan which both sides see as
achievable. • The aim is to keep employees at work in some capacity rather than being on sick
leave.
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3. ENSURE REASONABLE ADJUSTMENTS ARE WORKED OUT.
• The Equality Act 2010 requires reasonable adjustments to be implemented within an organisation for employees with medical conditions or disabilities.
• Employees who are a carer for someone with a medical condition or disability, may fall under the provision of the Act.
• Evaluate what reasonable adjustments are possible in your organisation should an employee become unable to carry out some or all of their role.
• How flexible can you be?
• Just because a role has always been done in a particular way doesn’t mean it can’t be delivered in a different, but equally effective way.
• Be creative!
• Work adjustments out across the organisation BEFORE employee capability problems occurs.
• It should form a part of your business contingency planning….does it?
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4. WORK WITH OCCUPATIONAL HEALTH ADVISERS.• Utilise occupational health advice to advise you what an employee can do
at work despite their individual health conditions.
• The occupational health adviser will get to know you and your workplace and is expert in advising on fitness for work.
• Only OH can advise on capability.
• Writing for a GP report will only give you information on the medical aspects of a condition, it will not provide you with any specific work related capability advice.
• It will also be costly and take ages to arrive.
• GPS involvement with the long term sick is due to cease this year with the establishment of the new Health at Work Service.
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5. EVALUATE YOUR POLICES
• Ensure company policies and procedures focus on preventing employee absence as well as managing it when it occurs.
• Include pre absence strategies.
• Have you got an occupational health policy in place?
• Have you looked at a health and wellbeing strategy for your organisation?
• Look at trends and consider implementing health promotion programmes to improve employee health awareness.
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SUMMARY….
• Manage employee absence as a cost to the business.
• How do you manage other costs?
• Use OH advice.
• You wouldn’t use an electrician to advise you on plumbing!
• Think creatively.
• Effective management makes good business sense.
www.theohbusiness.co.uk