How to Manage Late and Frequently Sick Employees

Discover effective strategies to manage late and or frequently sick employees and improve attendance in the workplace.

Understanding the underlying causes of lateness and frequent sickness

Chronic lateness and frequent sickness can be caused by a variety of factors. It's important for employers to understand the underlying causes in order to address the issue effectively. Some employees may have personal or family issues that are impacting their ability to be punctual or healthy. Others may be experiencing work-related stress or burnout, leading to physical or mental health problems. By taking the time to understand the root causes, employers can provide appropriate support and solutions.

Additionally, some employees may simply lack time management skills or have difficulty with punctuality. In these cases, it may be helpful to provide training or resources to help them improve their time management abilities. Overall, the key is to approach lateness and frequent sickness with empathy and a desire to find solutions that benefit both the employee and the organisation.

Setting clear expectations and communicating consequences

One way to address lateness and frequent sickness is by setting clear expectations and communicating the consequences. Employers should establish a policy regarding attendance and punctuality, outlining what is expected of employees in terms of arrival times and sick leave. This policy should be communicated clearly to all employees, preferably in writing, and should include information on how lateness and frequent sickness will be addressed.

It's important to also communicate the potential consequences of chronic lateness or frequent sickness, such as disciplinary actions or loss of certain benefits. By setting clear expectations and consequences, employees are more likely to understand the importance of being punctual and healthy, and the potential impact on their employment if they fail to meet these expectations.

Implementing flexible work arrangements

Implementing flexible work arrangements can be an effective strategy for managing late and frequently sick employees. By offering flexible schedules or remote work options, employers can accommodate employees who may have personal or health-related challenges that make it difficult for them to adhere to traditional work hours. This can help reduce lateness and absences, as employees have greater flexibility to manage their personal responsibilities or health issues.

However, it's important to establish clear guidelines and expectations for flexible work arrangements. Employers should communicate the availability of such options and outline any requirements or limitations. Regular communication and monitoring of performance can also help ensure that employees are still meeting their job responsibilities while taking advantage of flexible work arrangements.

Creating a positive and supportive work environment

A positive and supportive work environment can contribute to improved attendance and reduced lateness and frequent sickness. Employers can create such an environment by fostering open communication, recognising and rewarding good attendance, and promoting work-life balance.

Encouraging a positive workplace culture that values and supports employee well-being can help reduce stress and burnout, which are often underlying causes of lateness and frequent sickness. Employers can also consider implementing wellness programs or initiatives that promote physical and mental health, such as providing access to gym facilities, offering employee assistance programs, or organising stress management workshops.

Providing resources and support for employee well-being

In addition to creating a positive work environment, employers should provide resources and support for employee well-being. This can include offering access to healthcare benefits, providing information on healthy lifestyle choices, and encouraging employees to take care of their physical and mental health.

Employers can also consider implementing policies that support work-life balance, such as flexible leave options or opportunities for career development. By demonstrating a genuine concern for employee well-being, employers can help reduce lateness and frequent sickness by addressing the underlying issues and providing the necessary support.

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