Absenteeism policy and procedures

What is an absenteeism policy? And do you really need one?

To help prevent sickness absence, employers need to develop an absenteeism policy. This includes two procedures:

1. The collective reintegration policy. This includes agreements on:
   
   

   • Preventing employees from dropping out: measures for a healthy workplace, good working posture, support with stress or other challenges, etc.

   • The return of employees after illness: agreements on how someone returns to work, possibly with adapted work or additional support.
     

     This collective reintegration policy must be evaluated at least once a year.
     
     

2. The active absence policy: what happens when someone is off sick? This ensures that:

   • Contact is maintained between employee and employer.

   • Everyone knows what happens during an absence.

   • The return to work runs smoothly and respectfully.

   The active absence policy must be included in the work regulations.

An absenteeism policy therefore sets out clear agreements on what happens in the event of illness and how absences can be prevented. This helps keep your employees healthy and productive in the long term, and ensures everyone knows exactly what is expected — and when — if someone does fall ill.

But what is the real value of an absenteeism policy?

Sickness absence is not only difficult for the employee who is off work. It often also creates extra pressure for colleagues, additional costs, for example, to arrange replacement and can disrupt business continuity. By investing in a strong absenteeism policy, you are investing directly in the health of your people and your organisation.

With a clear absenteeism policy …

• … your employees feel heard and supported, rather than left to deal with things on their own. This strengthens their motivation and your image as an employer, resulting in lower staff turnover.

• … you make absenteeism easier to discuss and follow up. This helps you identify patterns and address underlying issues more quickly.

• … you create a healthy work environment that encourages productivity without forcing it, while keeping employees sustainably employable.

• … you help prevent short-term absence from turning into long-term absence.

• … you can reduce your absenteeism costs.

• … you comply with the legal obligation to have a collective reintegration policy and an active absence policy.

And if someone does become absent for a longer period of time? Then everyone involved knows what to do to help guide your employee smoothly back to work.