Absence management that supports people — and keeps work moving
A clear absence management approach reduces disruption, protects wellbeing, and cuts the costs of short-notice cover, overtime and reduced productivity. We help you put a fair, consistent process in place — so employees are supported, managers know what to do, and avoidable absence reduces over time.
It’s not about penalising sickness — it’s about clear expectations, the right support, and a process people trust.
Clear, consistent attendance process
We help you create a simple, fair attendance process that managers can apply consistently — with the right check-ins, documentation and follow-up, so cases don’t drift and people feel supported.
Supportive conversations, not punishment
We coach managers on how and why we manage attendance — focusing on wellbeing, barriers to work and practical next steps. That reduces anxiety, builds trust, and prevents issues escalating.
Disability support and reasonable adjustments
We strengthen how you support employees with disabilities and long-term health conditions — including reasonable adjustments, phased returns, and clear support plans. Done well, this broadens your workforce, bringing more diversity, options and ideas into the business.
Our Absence Management Approach
We’ve led programmes that reduced average daily absence from 25% to 3% combining clear process, consistent manager-led conversations, and practical support (including reasonable adjustments) to help people stay in work.
Step One: Understand what’s really driving absence
We review your absence patterns, pinch points and current approach — what’s working, what’s unclear, and where inconsistency is creating risk or frustration. We’ll also look at manager confidence and what support is currently available to employees.
Step Two: Put a fair, practical process in place
We create or refine an absence process that works in real life — clear check-ins, supportive conversations, and simple documentation. Managers get guidance and templates, so attendance is managed consistently without it feeling punitive and you remain fair and inclusive.
Step Three: Embed it through coaching and case support
We support live cases and coach managers so the approach sticks. That means earlier intervention, better support (including reasonable adjustments where needed), and reduced avoidable absence over time.