How to combat worker absenteeism? Start with the checklist below.
While absenteeism rates among workers are growing at a steady rate, social pressure to address and improve the well-being of workers is also on the rise. But how to develop a strong policy on absenteeism? Follow the steps below to get started.
In a previous blog post, we discussed the 5 cornerstones for an effective policy on worker absenteeism: prevention, regular checks and monitoring, procedures, communication and guidance, and practical implementation. But where to begin? This practical step-by-step plan is a great starting point to combat worker absenteeism due to illness in a structured manner.
1. Create a solid foundation
To be able to define concrete measures for an effective attendance policy, you first need to create a solid foundation by asking yourself the following questions:
- What is the company’s view on illness-related absenteeism? What exactly do you wish to achieve with this policy? How do you plan to go about it?
- How does this vision line up with your company’s overall policy? And how to develop a strong policy on absenteeism based on the broader HR strategy of your organisation?
2. Analyse the current situation
Perform an in-depth analysis of your current policy on absenteeism and the well-being of workers based on the 5 cornerstones. Ask yourself the following:
- Which of these key elements have already been implemented in your organisation?
- Are they effective?
- Do they meet the specific needs of your organisation?
- What exactly do you wish to accomplish with each of these elements?
3. Define key areas for improvement
Do you want to focus more on analysing and monitoring worker absenteeism within your company? Do you wish to implement new procedures to create a better-structured policy? Or maybe you want to put your company’s policy on absenteeism higher on the list of priorities? Check whether you need to (further) develop or modify these key elements or cornerstones.
4. Develop an action plan
Clearly define your objectives in a result-driven action plan. To do so, ask yourself the following:
- What are the actual steps we need to take to develop this policy on absenteeism?
- Which steps should come first?
- Who will be involved in the development and implementation of the policy?
- What is the timeframe within which the policy on absenteeism should be developed?
- How will we monitor the policy’s effectiveness?
5. Establish effective auditing procedures
Worker absenteeism due to illness continues to be a challenge for companies. While preventive measures can largely prevent absences due to illness, solid auditing procedures need to be in place as well. Objective audits performed by independent occupational health physicians will provide you with more insight into the causes of absenteeism. Based on their analyses, new measures can then be implemented.
With special thanks to Caroline Sels, prevention advisor at Mensura.
What we can do for you
Our prevention advisors at Mensura EDPP are here to help you develop a comprehensive policy on absenteeism with short-term and long-term solutions.
Email us for more information on illness-related absenteeism.