Absence Management
Why Employers Should Review Sickness Absence Procedures Now
With 6th April fast approaching, many employers are focusing on contractual updates and policy changes. However, one area that is often overlooked (and likely to create risk) is how sickness absence is managed in practice.
Absence management is not just about having a policy in place. Employers must be able to demonstrate that procedures are applied consistently, fairly and in line with employment law expectations.
The upcoming changes place greater emphasis on employee rights and fair workplace processes, meaning poorly managed absence procedures can quickly lead to disputes, grievances or potential tribunal risks.
Common issues include:
Managers handling absences informally or inconsistently
Unclear reporting procedures
Lack of documentation or follow-up
Return-to-work interviews not being completed
Limited understanding of when absence may relate to disability or wellbeing concerns
Even well-intentioned managers can unintentionally create risk if processes are not clearly understood or regularly refreshed. Front-line managers are often responsible for receiving absence notifications and supporting employees returning to work. Without up-to-date training, businesses may struggle to evidence fair decision-making or consistent application of policies.
Refresher training helps ensure managers:
Understand correct reporting procedures
Know when further support or adjustments may be required
Carry out effective return-to-work discussions
Maintain appropriate records and documentation
Strong absence management not only reduces legal risk but also supports employee wellbeing and organisational stability. As April approaches, now is a sensible time for employers to review whether their absence procedures are working effectively in practice - not just on paper.
Leo HR supports start-ups, SMEs and Ofsted/CQC registered providers with practical HR and employment law guidance across Salisbury, Wiltshire, England.
