Below are some example case studies. These should be used as examples and guidance only - for more information about Attendance Reviews and setting appropriate targets please speak with the People and Culture Team
A staff member has been absent 3 times in last four months and this has triggered a prompt point. The staff member does not have a disability, the absences have been for different reasons (flu, sickness bug, injured wrist). People and Culture have a chat with the line manager and Head of and decide that the next step is an informal discussion. This takes place in the team member’s next one to one. Within the discussion the staff member shares that they have little time to rest and recover due to other responsibilities outside of work, they have not booked much annual leave for this year. Agreed actions could be that the staff member uses annual leave over the coming 6 months to plan in periods of rest. There is also a discussion around weekly rhythms that could make a positive difference. Agreed that at the next couple of 1 to 1’s will discuss how / if this is helping. An appropriate target would be no more than 3 weeks or 5 spells of absence in next 8 months (this is including the absences already taken). Using this as a prompt means if they do have a virus, we are encouraging the staff member to fully recover and not rush back to work.
A staff member has been absent 5 times in last six months and has met their second prompt point. An attendance review is organised and they meet their target, as they are not absent in next 6 months. the attendance review is closed. They then have a further absence the following month The line manager should meet with the People and Culture team again and would likely plan to start an attendance review again.
- A full-time staff member has been off work due to an operation for 26 days. When they return, they have a return-to-work interview. This is classed as a long-term absence and is recorded as such. Although they have met their prompt points, no attendance review is needed as this absence is related to an operation. It can, however, be helpful at this point to speak with the staff member to let them know about the situation and that more time off may result in an attendance review. Please explain that we would look at the staff member and the circumstances to be able to make an appropriate decision.