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Employee Absence

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cost of sickness absence - Lighter HR

Sickness Absence:
How Can You Deal With It and What Is Its True Cost?

Sickness is part of life for everyone and as such it is inevitably a part of the working life. Employers big or small have to deal with sickness absence and this is typically never easy or something that managers look forward to doing.
Whilst large businesses normally have established practices in place for managing sickness, SMEs are often dealing with sickness as and when it becomes a more significant issue and starts having a direct cost implication. A recent survey by payroll specialist Moorepay has revealed that UK SMEs are experiencing higher absence rates than normal and that 7 in 10 SMEs feel that high absence rates are impacting on their profitability.

Covert Surveillance:
Can You Record your Employees?

Back in March we wrote a post about whether employees could use covert recordings as evidence in Employment Tribunals.  However, can employers use covert surveillance when an employee is suspected of wrong-doing?
If your business undertakes CCTV surveillance onsite then you need to ensure that appropriate signs are displayed and that staff are aware that they are being recorded. A recent Employment Appeal Tribunal (EAT) hearing has seen case law tested in this area.  The case looked at whether employers could undertake covert surveillance in order to prove fraud.

I’m Snowed In!
Managing Unplanned Absence due to the Weather

It’s that time of year again when the weather is unpredictable and, when you pull back your curtains to see snow, you know you’re going to receive a flurry of text messages and calls from your staff telling you that they can’t get to work because they are snowed in. Whilst this subject is particularly relevant at this time of year, public transport is not always reliable and the same types of challenges can arise at any time. So, what are your options?

Support in Managing Long-term Absence

Managing long-term absence can present a real challenge to all businesses but particularly to small and medium sized companies. There’s a need to move the business forwards but this can be very difficult when you have a staff member on long-term sickness absence and you’ve no real insight into when or if they will be fit to return to work. Whilst the financial burden of long-term absence can be managed through insurance schemes and statutory sick pay, the practical issue of “who performs this work?” presents a far larger challenge.

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