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Monitoring sickness absence is vital in maintaining a healthy, productive workplace. It requires a delicate balance: understanding what’s normal and identifying when it becomes a concern.
Managing sickness absence is a notable challenge many employers face today. Differentiating between genuine illnesses and potential misuse of sick days is not always straightforward. This is where the Bradford Factor comes into play. Serving as a crucial tool, it aids employers in effectively managing and reducing unwarranted absences.
In this article, we will explore everything you need to know to implement the Bradford Factor into your sickness policy.
As well as recording holidays, The Holiday Tracker can be used to track other types of absence, most notably sickness. Sickness absence can be added to an employee’s calendar by their manager, or an admin.
Let’s face it; people get ill. Sick leave is a factor we have to deal with in business, but we can also try to minimise its negative impact. According to a 2016 CIPD absence report, the median cost of sick leave can be as high as £835 per employee. We’ve pulled together five areas you can look at to help minimise the impact of sick leave.
Photo by Jessicaalderson on Wikimedia
Before we dig into what Duvet Days are, let’s start with a fact:
19% of workers admitted to “pulling a sickie” in one year alone. (Source)
That’s one in five of your employees faking sickness to take a day off. So if it’s happening anyway, why not take control, give it a name, legitimise it, and allow you to define the rules.
The Holiday Tracker app has been an absolute
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- Magdalena, Kaktus Vans
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