Managing Excessive Employee Absenteeism

Employee absenteeism has become a growing concern for small businesses. Even though Covid-19 is a distant memory, its effects still impact employee absenteeism. It can significantly affect productivity, morale, and profits. When absenteeism becomes habitual, it can lead to a negative workplace culture where employees with good attendance feel frustrated, ultimately impacting overall team morale.

In California, employees are allowed to use their available sick time (up to 5 days or 40 hours annually) for health-related reasons for themselves or family members, as well as for issues related to domestic violence or sexual assault. During this time, they are protected from discipline or retaliation. However, once an employee exceeds the allotted sick time, they are no longer protected by this law in relation to attendance issues.

Absenteeism Rate

Absenteeism can be calculated by dividing the number of days off by the available workdays in a given period. For example, 3 days of absence out of 250 workdays equates to a 1.2% absenteeism rate. A healthy absenteeism rate typically falls between 1.5% and 2%, but this can vary depending on how absences impact your specific team or production levels.

Addressing Excessive Absenteeism

• Create an Attendance Policy: Clearly outline expectations for attendance, paid days off, and how absenteeism affects the team and company. Transparency here helps set the standard.
• Early Intervention: As soon as absenteeism becomes an issue, have a conversation with the employee. This should be a discovery meeting where you explore the reasons behind the absences and offer support if needed, without making it disciplinary.
• Accommodation Issues: Be aware of potential accommodation needs, such as medical or personal issues, which might require flexible work hours or time off. Initiate an interactive dialogue and document these discussions thoroughly.
• Plan of Action: If there are no accommodation needs, reinforce the company’s attendance expectations and set clear goals for improving attendance moving forward.
• Monitor and Follow Up: Monitor the situation closely and if attendance doesn’t improve, consider formal disciplinary action. If the pattern continues, termination may be necessary.

Conclusion

Handling absenteeism requires consistency and adherence to company policies. By setting clear expectations and addressing issues promptly, you can mitigate the effects of excessive absenteeism and maintain a healthy, productive workplace.

For more guidance on managing absenteeism or other HR concerns, contact the experts at Infinium HR at info@infiniumgroup.com.