Saving money by…REDUCING ABSENTEEISM

London HR and Training

July 2016

Introduction

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Intro - London HR and Training

• London HR and Training is a specialist human resources and training consultancy headed by Timothy Holden

• 10 years in banking• 20 years in training and human resources• Business owner since 2007• The core services provided by London HR and

Training are:- Reducing costs and saving time through bespoke HR initiatives and projects- Training course design and delivery- Services for job seekers

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Contents5-6 Definitions7-8 Types of absence9-10 Causes of absence11-12 Drivers and predictors of absenteeism13-14 Measuring absence15-16 Disability discrimination17-18 Interventions that really work for short-term absence19-21 Training line managers regarding short-term absence22-23 Training line managers regarding long-term absence24-25 Key elements in the recovery and RTW process26-28 Potential health questionnaire examples29-30 Maximising job performance through wellbeing 31-32 Fit notes33-34 Survey findings35-37 Absence management in the private sector38-40 Absence management in the public sector41-42 Absence management in the retail sector43-44 What should a good absence policy contain?45-46 Example of best practice47-48 Exercise49-50 To sum up…

Definitions

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Definitions• Absence• Absenteeism

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Types of absence

Types of absence• Short-term sickness absence• Long-term sickness absence• Other authorised absences• Unauthorised absence• Persistent lateness

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Causes of absence

Causes of absence• Manual employees • Non-manual employees

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Drivers and predictors of absenteeism

Drivers and predictors of absenteeism

• Societal influences• Personal characteristics• Organizational influences

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Measuring absence

Measuring absence• ‘Lost time’ rate• Frequency rate• Bradford factor

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Disability discrimination

Disability discrimination• Equality Act 2010• ‘Reasonable adjustments’• Types of adjustments to consider

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Interventions that really work for short-

term absence

Interventions that really work for short-term

absence• RTW interviews• Trigger mechanisms• Sickness absence information for line

managers• Disciplinary procedures• Involving trained line managers• Family leave• Flexible working• Occupational healthPage 18

Training line managers regarding short-term

absence

Training line managers regarding short-term

absence 1 of 2• Organisation’s absence policies and

procedures• Role in the absence management

programme• The way fit notes operate and doctor’s

advice• Legal and disciplinary aspects of

absence• Absence record-keeping and

maintenance of recordsPage 20

Training line managers regarding short-term

absence 2 of 2• Role of occupational health and

proactive initiatives like wellbeing• Management of complex cases• Operation of trigger points• Development of RTW interview

skills• Development of counselling skills

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Training managers regarding long-term

absence

Training managers regarding long-term

absence• Occupational health and proactive initiatives like wellbeing

• Restricting sick pay• Changes to work patterns or

environment • Return to work interviews• Rehabilitation programmesPage 23

Key elements in the recovery and RTW

process

Key elements in the recovery and RTW process• Keep in contact• Plan and undertake workplace

controls or adjustments• Use professional advice and

treatment• Plan and co-ordinate a RTW plan• Regular evaluation with the

employee about how things are working

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Potential health questionnaire examples

Potential health questionnaire examples 1

of 2• A. Do you smoke? Yes, No, Don’t know• B. Did you eat a healthy diet all day

yesterday?No, Yes, Don’t know

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Potential health questionnaire examples 2

of 2• C. In the last seven days, have you had

five or more servings of fruit and vegetables on four or more days?

No, Yes, Don’t know• D. In the last seven days, have you

exercised for 30 or more minutes on three or more days?

Yes, No, Don’t know

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Maximising job performance through

wellbeing

Maximising job performance through

wellbeing• Build satisfying, open work environments

• Implement workplace-based health and wellbeing programmes

• Recognise that programmes to address chronic health conditions and physical health also improve productivity

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Fit notes

Fit notes• Not fit for work or may be fit for

work• Options when the doctor selects

‘may be fit for work’

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Survey findings

Survey findings• Absence levels• Length of absence• Targets to reduce absence• Costs of absence• Causes of absence• Work-related stress• Managing mental health• Managing absence• Supporting carersPage 34

Absence management in the private sector

Absence management in the private sector 1 of 2

• Most believe they could reduce absence levels

• The average cost of absence has increased

• Most record the causes of absence• Non-genuine absence remains a

common issue• A rise in mental health related

absencePage 36

Absence management in the private sector 2 of 2

• An increase in stress-related absence

• Almost half of private sector employers are not addressing issues

• Many choose not to evaluate their spending on wellbeing

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Absence management in the public sector

Absence management in the public sector 1 of 2

• More monitoring of absence• Greater promotion of health and

wellbeing• Greater focus on addressing stress• More support for employees with

mental health problems• A wider range of approaches to

manage absence• More efforts to improve absence

practicesPage 39

Absence management in the public sector 2of 2

• More of the public sector are restricting sick pay

• Ongoing challenges• Stress-related absence is particularly

widespread in the public sector• Musculoskeletal injuries are common in

the public sector• Rising costs of absence• Reducing but still scope for further

improvementPage 40

Absence management in the retail sector

Absence management in the retail sector

• Measuring absenteeism• Common causes of absenteeism• Strategies adopted by retailers

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What should a good absence policy obtain?

What should a good absence policy contain?

• Contractual sick pay terms• When and whom to contact• Self-certification• Fit notes• Appropriate adjustments• Right to examination by doctor• RTW interviews• Guidance for major/adverse eventsPage 44

Example of best practice

Example of best practice

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Exercise

Exercise

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To sum up…

To sum up…• Conclusion• Summary• Videos• Useful links

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