It can also lessen the impact on the employee's coworkers, which reduces absenteeism and boosts productivity throughout the company. The actions you can take to control absenteeism are listed below.

Every Employer must have a lateness and absenteeism policy for the workplace. Attendance at work may appear easy and straightforward. However, depending on their industry, managers and employers must maintain track of many personnel and shifts. Tracking and recording employee attendance is required. Whether you have ten or hundred employees, having an attendance policy can make expectations clear to all your team members

As required by the Employment Relations Act of 2000 and the Holidays Act of 2003, ensure that you have a competent timekeeping system in place to keep track of any absences. Invest in a (mobile) software system or application that enables clocking in and out, or ask employees to complete a time sheet, either manually or online.

In the event of an absence or a no-show, get in touch with the employee right away to get an explanation. Also, ask them to give you an idea of when they expect to be back at work so you can make necessary plans. Remind them of your workplace's policies and procedures and, if necessary, ask them to bring reasonable proof of their absence when they return to work. Be consistent and ensure that the policy is applied consistently throughout the entire company to every employee and every absence. Your initial course of action should be to speak with the employee if you notice a trend of excessive absenteeism. This will assist in identifying the reason behind the frequent absenteeism. After that, you can fix this issue by using a suitable absenteeism management approach. Ask the employee if anything is wrong or if they need support, and if so, find out how the company can give it to them. If the employee is having trouble juggling childcare obligations, talk about flexible work schedules. Encourage the employee to offer further information or file a complaint if they feel they are the victim of bullying so the company can fully investigate the situation. Are they stressed out or having issues with their mental health? Encourage them and direct them to a mental health hotline or an employee assistance program. To keep an eye on their circumstances and provide continuous support, keep having regular meetings with them. Disciplinary action may be necessary if there is no clear explanation for the continued absences, but this is a formal process that must be followed appropriately. If an employee consistently and knowingly violates the lateness and absenteeism policy, for example, by refusing to follow the notification of absence procedure by texting rather than calling each time they are late or by failing to provide reasonable proof of their absence in the form of a medical certificate, you may discipline them. Encourage your staff to take sick days off. If they don't use their sick time, they can spread the illness to other employees, which would increase absenteeism. Employees that come in nonetheless are likely to be ineffective. Additionally, employees should take yearly leave on a regular basis so they can recuperate and prevent burnout. In the long run, if you take a proactive approach to employee absences, you can lower both presenteeism and absenteeism, enhance employee morale, boost engagement, increase productivity, and lower expenses across the board.