Managing Sickness Absence Training

Key Points:

Managing Sickness Absence Training CPD, Employee absence can be costly in terms of both lost time and money Start YOUR Sickness Absense Training Here

  • One-on-One tutor led fully online course developed by a qualified professional
  • Accredited by CPD conforming to universally accepted continuing professional development.
  • Once you have successfully completed the course your certificate can be immediately printed for audit and compliance purposes
  • Low Cost Recommended Price £35 plus vat, Our Price £20 plus vat

Managing Sickness Absence Training CPD Approved

Employee absence can be costly in terms of both lost time and money. It impacts businesses, managers, and colleagues in ways that range from them having to take on extra work or undertake additional training, to experiencing additional stress and a drop in morale.

Managing Sickness Absence Training course will help you to understand the different types of absence and Identify ways of measuring absence. It covers why you should complete return-to-work forms and how to conduct effective return-to-work meetings. The course finishes off by explaining the formal processes involved in managing absence and how to apply appropriate policies.

Managing Sickness Absence Training Comprehensive Course Covers

The Costs and Impact of Employee Absence 

Measuring and Managing Employee Absence Legislation, 

Processes and Pay

Pass Rate Required 70% Start YOUR Sickness Absense Training Here

How to Manage Sickness Absence – The Do’s and Don’ts
  1. Effective Absence Management.
  2. Procedures.
  3. Investigate the cause / reason for absence.
  4. Maintain contact with employees.
  5. Conduct return to work interviews.
  6. Train Line Managers.
  7. Retain records of contact made.
  8. Obtain medical advice.

There are a number of steps you should take to manage unexpected absence and sickness effectively, you should:

  • produce clear written procedures for reporting absence.
  • include terms in employees’ contracts of employment giving you express permission to hold absence records.
  • accurately record and monitor absence.
  • train managers on how to handle absence.
  • set targets for absence levels.
  • conduct return-to-work interviews after absences, interviewing sensitively to find out if there are underlying causes, e.g. domestic problems.
  • provide for special equipment if appropriate, e.g. ergonomic chairs for employees with back problems.
  • check the attendance records of applicants during recruitment.
  • provide opportunities for discussing problems relating to attendance in performance appraisals.
  • develop other initiatives to encourage good attendance, e.g. improvement of working conditions, introduction of flexible working, provision of counselling and healthcare/prevention facilities.

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