It is of course inevitable that staff will be sick from time to time. However short term persistent absences are extremely disruptive to many businesses and often far more disruptive than longer term absences where cover can be better managed. This is likely to become more of a challenge for business owners from 6 April 2026 when changes to the sick pay regime will remove the 3 waiting days entitling employees to SSP for every day of absence.
How then should you manage this within your business?
Discuss with the Employee
In the first instance you should look to speak with your employee to understand why they are having so many short term absence. For example are they suffering from an underlying more serious condition or disability which might be causing the absences?
Set Expectations
You should then warn the employee of the improvement you require, remembering that 100% attendance is rarely achievable but equally any lower percentage could be seen as a green light to ‘some’ absence.
Meet Regularly with the Employee
One per week or once per month you should meet with the employee to discuss any improvements in their attendance or if there have been no improvements why that is the case. If you proceed through a formal process you may wish to issue for performance warnings, verbal warning, written warning, final written warning and ultimately dismissal.
Disability Related Absences
If the repeated absences are disability related this does not automatically mean that you cannot still take steps to manage attendance and/or to dismiss the employee. It does however increase the risks involved to your business as any claims for disability discrimination are for potentially uncapped compensation. Having a disability however is not an absolute bar to taking action and employers should not be scared from tackling long term absence simply because the absence is or may be a disability.
Factors to Take Account of if There is No Improvement
Before deciding to take action you should also consider the following elements;
- Length of service
- Performance in their role – if they have been a strong performer previously can you get them back to that level?
- Likelihood of change in their attendance
- Availability of suitable alternative work where appropriate
- The effect of past and future absences on the business
- The cost of recruiting and training a replacement
If you are struggling with persistent short term absences in your business, please do contact our Employment Team to discuss how we can help on 0345 646 0406 or by using our online enquiry form.