2. About absenteeism
This presentation covers some important topics about
absenteeism. For more detailed information about your
obligations as an employer visit Employsure.
Topics covered:
• What is absenteeism?
• The cost of absenteeism
• How to manage absenteeism
• Correct procedures to follow

3. Leave entitlements
There are many types of leave an employee may be entitled to
including:
• Personal leave, also known as sick leave
• Carer’s leave, to take care of an immediate family member or
household member
• Parental leave and related entitlements
• Compassionate leave
• Annual leave and long service leave

4. What is absenteeism?
When an employee is
repeatedly absent from work
without sufficient explanation.

5. The cost of absenteeism
• In 2016 the total cost of personal / sick leave
to the Australian economy was $33 billion
• In 2016 the average personal / sick leave in
Australia increased to 9.5 days per employee
per year
• Average cost to each employer: $3,608

6. How to manage absenteeism
1. Document a policy
• Document an absence policy such as a sick
leave policy and annual leave policy
• Enforce the policy and ensure it is followed
across the workplace

7. How to manage absenteeism
2. Govern and Follow Up
• Requiring a doctors certificate for more than
one day and verbal confirmations with
managers if personal leave is required can
act as a deterrent to taking a “Sickie”
• Carrying out an informal meeting after the
Employee returns to work can also act as a
deterrent

8. How to manage absenteeism
3. Record and Monitor Leave
• Ensure that the correct type of leave is being
used and sick leave is not traded for other
absence types
• Record keeping will also enable you to
identify absence patterns and high absences
at an early stage

9. How to manage absenteeism
4. Conduct Training
• Line Managers should have training in the
relevant leave policies and procedures and
conduct return to work interviews
• Employees should be trained on the sick
leave policy and understand that non-
compliance to the policy is monitored

10. Correct procedures to follow
If you notice one of your employees is
absent from work too often, it is best to
act immediately. Sometimes the reason
is sickness but there may be other
underlying causes, such as bullying or
discrimination

11. Correct procedures to follow
Informal meeting
• Set up an informal welfare meeting to discuss your employee’s health and their recent
absences. This is not a disciplinary meeting, but they can have a support person with
them
• You need to explore the frequency and number of absences with them, looking for any
possible causes and what can be done to prevent further absences
• Make sure the employee has a chance to tell their story. If their explanation is
insufficient, you have to tell them there will be a disciplinary meeting at a later time and
date

12. Correct procedures to follow
Formal meeting
• A disciplinary meeting is more complex, it must be conducted as per the employee
contract and handbook.
• If you are still dissatisfied with their explanation, you need to give a warning about
ending their employment.
• If you are satisfied, and the employee is experiencing illness, you can discuss possible
adjustments to help them do their job. This may be to the job itself, the location, or the
method of working.

13. Next steps
• It is important to notice absenteeism early, so give
training to managers or supervisors and other
employees to recognise when it’s happening
• Sometimes a person is in the wrong job. They may
need a less repetitive job or have wider job
responsibilities or there could be opportunities for
promotion to recognise and reward their
contribution
• If absenteeism continues within your company, call
Employsure on 1300 651 415 and speak to a
workplace specialist about your options.