remains a significant cost to business through payment of Statutory Sick Pay and
compromised productivity. Absence may be due to genuine illness, working patterns,
stress or domestic responsibilities.
remains a significant cost to business, costing over £10 billion to UK business
as a whole in 1999(CBI, 2000). Employers believe that minor illness represents
the most common cause of absence but home/family responsibilities, workplace stress
and personal problems are also significant(CBI, 2000). The average cost of absenteeism
to employers is estimated at £478.00 per employee per year.
- Each day lost
through absence, a total of 7.8 working days per employee on average(CBI, 2000)
represents lost production, disruption, reduced efficiency and the compromise
of quality. It is also beneficial for employers to create an environment that
maximises and motivates the attendance of their employees. A CIPD survey report
of their members found that stress was the second most common reason for unscheduled
absenteeism amongst non-manual workers.
and EU LEGISLATION
have a duty of care to safeguard the health, safety and welfare of their employees
under the Health & Safety at Work Act. There is also a growing body of case
law where employees have sought and obtained compensation for damage to their
physical or psychological health at work.
excessive use of alcohol
lack of exercise
health & safety concerns
& stress factors
intention to leave
Domestic & kinship factors
no. of children under 16
lack of flexible working arrangements
(Bevan, S & Hayday
Now, 44 Baker Street, London W1M 1DH, Tel: 020 7224 1600, E-mail: [email protected],
Trust, Shoreditch Town Hall Annexes, 380 Old Street, London EC1V 9LT, Tel:
020 7739 2866, E-mail: [email protected],
S & Hayday S, Attendance Management: a review of good practice
(IES Report 353). Brighton: Institute for Employment Studies, 1998
of British Industry, Focus on Absence, 2000 absence and labour turnover
survey. London: CBI 2000.
S J, Mount M K, Jamison R L. Employer supported childcare work family conflict
and absenteeism. A field study. Personnel Psychology 1990; 43(4): 794-809
into resulting increases in recruitment and retention potential for firms that
sponsor childcare programmes and work/family conflict for working parents.
B, Positive Attendance Management. Tunbridge Wells: PPP healthcare,
attendance issues and their consequences and provides concepts for managing attendance
in a positive way This includes creating a working environment in which employees
will prosper and want to attend and becoming a more profitable company for all
Survey Report. Employee Absence: a survey of management policy and practice.
London: Institute of Personnel and Development, 2000.
costs and causes of absenteeism measured by a survey of IPD members. Also contains
details of ways to monitor, benchmark and tackle absenteeism within organisations.