Absence and Attendance Management - Managing Absenteeism
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Absence Management Services
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Absence Management for businesses
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Absence Management

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Minimise downtime, maximise output. Our Absence Management solutions bring health and productivity to the forefront, making every workday smoother and more secure. Reduce absenteeism, keep your team active and engaged, and provide the security your company needs to thrive.

 

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Personalise wellbeing initiatives for each employee.

Clear reports and guidelines on which to act.

Develop trust handling personal information.

Accessible, robust data to guide wellbeing initiatives.

What our clients say

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The fact that we have an Occupational Health Provider that understands the variety and nature of the roles we have here, and that we have a good relationship with them, means that it helps them to understand who we are as an organisation and what we do to support our staff. To understand our culture, core values and ethos that we believe in here, is really important for them to be able to deliver the support they can to the member of staff that might be off work with long term or short term sickness. Its really important that its not a one size fits all and that OH Advisors need to understand the nature of someone’s role and what they do on a day to day basis, to be able provide recommendations when it comes to making adjustments in the workplace.

Helen Willan – Sunderland College
Minimise downtime, maximise output. Our Absence Management solutions bring health and productivity to the forefront, making every workday smoother and more secure. Reduce absenteeism, keep your team active and engaged, and provide the security your company needs to thrive.

Key benefits

  • Tailored Absence Tracking: Customised, triaged absence management services offer personalised tracking and analysis of employee absences, providing insights tailored to individual circumstances and job roles for targeted support and intervention.
  • Efficient Absence Reporting: Tailored absence management ensures efficient reporting and monitoring of employee absence patterns, enabling streamlined data collection, analysis, and proactive management of absenteeism.
  • Cost-Effective Absence Solutions: Personalised absence management strategies including face to face and remote appointments, optimise resources by focusing on tailored interventions and support, reducing costs associated with absenteeism and enhancing overall productivity and workforce well-being.
  • Improved Absence Planning: Role-specific absence management contributes to improved absence planning and forecasting by identifying trends, root causes, and individual needs, enabling proactive measures to minimise disruptions and support employee health and well-being.
  • Strategic Absence Reduction: Customised absence management insights empower strategic decision-making for HR Managers, facilitating targeted interventions, support, and policies to reduce absenteeism, enhance attendance, and promote a healthy and engaged workforce.
  • Enhanced Employee Support: Personalised absence management services demonstrate care for employees, fostering engagement, loyalty, and well-being by providing tailored support, resources, and interventions to address individual health needs and promote a more supportive and productive work environment.
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Frequently asked questions

Having established Attendance Management in place is essential for most businesses. It means fewer claims for work-related absence, the opportunity to amend job roles to support early return, and change of role. This increases productivity while providing vital support for employees who need it.

For employees with health issues, Attendance Management supports them to stay in work, return to work, or address presenteeism (attending work when you’re ill). Our programmes enable decisions to be made about which clear path best supports employees in the workplace or those returning to work. Attendance management programmes are delivered remotely via phone or video call, or face to face either at one of our clinics or onsite as part of a blocked clinic (half or full day).

These are an investigation of the employees’ health & how effectively the person can perform their job. The medical report the employer would receive is the outcome of the assessment and the content is linked with the questions asked before the assessment.

We give guidance on how to support a medical condition in the workplace or how a health condition may progress in the future. We will advise if adjustments to a role or environment may be necessary & will answer any specific questions that may arise because of this.

It involves strategies to reduce unplanned absences, including clear policies, tracking and analysing absence data, return-to-work interviews, and support for health issues.

By creating a supportive workplace culture, offering flexible working options, and ensuring employees have access to health and wellness resources.

The goal is to minimize unscheduled absences by addressing root causes and implementing policies that promote employee health and well-being.

This includes clear absence reporting procedures, return-to-work interviews, support for health issues, flexible work arrangements, and wellness programs.

With a focus on support and communication, including regular check-ins, discussions about the necessary support, and planning for a gradual return to work.

Yes, software can track absence patterns, identify trends, and help manage return-to-work processes efficiently.

Through return-to-work interviews, identifying underlying issues, and providing support or adjustments as needed.

Absolutely. Employers must respect privacy and handle all health-related information confidentially.

es, but it should be a last resort, used when absences are unjustified and after support and interventions have been offered.

Extremely. A positive culture that promotes well-being can reduce stress and absenteeism.

Yes, their involvement can ensure the policies are fair, understood, and supported by the workforce.

By offering phased returns, reasonable adjustments, and ensuring a supportive environment for returning employees.

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