How Many Absences Are Allowed At Work?

Navigating workplace attendance can be challenging, especially when it comes to understanding how many absences are considered acceptable. 

It’s a question many employees have: How many sick days per year can I take without facing consequences? The truth is, there’s no one-size-fits-all answer. The number of absences allowed at work can vary considerably depending on your employer, your role, and your company's specific policies. 

As both employers and employees strive to maintain productivity and wellbeing, it's important to have clear policies that are clearly communicated and compassionate approaches to managing absences.

Sick day allowances

How many sick days per year are allowed?

The number of sick days allowed per year can vary depending on the country, industry, and specific company policies. In the UK, there is no statutory minimum for paid sick leave, but many employers offer it as part of their benefits package. A common standard in the UK is to provide around 5 to 10 paid sick days per year which is meant to cover short-term illnesses or conditions that prevent employees from working effectively.

However, it's important to consider that these numbers can vary, for example, some organisations may offer more generous sick leave, while others may have stricter policies. Also, some industries, particularly those that involve intensive physical labour or highly stressful environments, may provide additional sick leave allowances to account for the nature of the work.

Unauthorised absence - what is the limit?

Unauthorised absences: what are they?

Unauthorised absences are instances where employees take time off without getting approval prior to the time off, or fail to follow the company's procedures for reporting absences. This could include situations where an employee doesn't inform their employer of their absence or doesn't provide a valid reason for being away from work.

How many unauthorised absences are allowed from work?

While the specific number of unauthorised absences allowed before disciplinary action is taken can vary by company, most organisations aim to have a balance between understanding and accountability, so it’s common for companies to have a tiered system of warnings that escalate if unauthorised absences continue. For example, the tiered system could look something like this:

First incident - A verbal warning or informal discussion around why absence was not planned or reported.

Second incident - A formal written warning to explain that unauthorised absence is against company policy.

Further incidents - Possible disciplinary actions, which could range from additional warnings to suspension or even termination, depending on the severity and frequency of the absences.

The goal of these policies is not to punish employees but to encourage open communication and ensure that absences are managed in a way that supports both the employee and the business.

What influences attendance expectations?

Understanding diverse workforces and different needs

Attendance expectations in the workplace are not one-size-fits-all. They can be influenced by several factors which could include the nature of the job, the company's culture, and the individual circumstances of employees. 

• Nature of the job - Jobs that require an employee to physically be at the workplace, such as in healthcare or manufacturing, may have stricter attendance policies compared to those that can be performed remotely.
  
  

• Company culture - Companies with a strong emphasis on work-life balance may have more flexible attendance policies, understanding that occasional absences can be part of maintaining overall employee wellbeing.
  
  

• Individual situations - Employers must also consider the unique situations of their employees, including health conditions, family responsibilities, and other personal matters, so a compassionate approach to absence management becomes very important.

How employers can monitor workplace absence

Reporting on absences is a great way for employers to understand attendance patterns and identify any issues that may need to be addressed to ensure there is enough cover planned for any expected time off so that productivity can be maintained at all times. 

1. Absence management software

Platforms like GoodShape offer sophisticated tools for monitoring employee absences. These systems can log absences, categorise them by absence reason (e.g. cough, cold and flu, musculoskeletal, COVID-19, stress and anxiety), and provide detailed analytics to help managers identify trends, such as increased absences in a particular team or department, and take proactive steps to address any underlying issues. The goal of monitoring absence with absence management software is to allow employers to take a compassionate approach with employees, and so that they can support with help and resources to get them fit and healthy again. 

2. Regular check-ins

Regular check-ins with employees can help managers understand the reasons behind absences and provide support where needed. This can include discussing any health issues, personal challenges, or work-related stress that may be contributing to frequent absences - this open communication can help employers take on feedback on areas they could improve. 

3. Have clear contacts to report absence to

Having clear contacts and procedures for reporting absences means that employees know how to inform their employer when they need to take time off. Employees should know who they need to report absence to and what information they need to provide. 

The importance of clear communication when it comes to workplace absence

Clear and open communication is key to managing absences in the workplace effectively, and employees should feel comfortable discussing their health and personal issues without fear of negative repercussions. 

• Have transparent absence policies - If you clearly state the company's attendance policies, including the number of allowed sick days and the process for reporting absences, it can help set expectations from the get go.
  
  
• Create a supportive environment - Creating a culture where employees feel supported can encourage them to be more open about their needs. Giving employees access to mental health resources, flexible work arrangements, and wellness programmes is often a good place to start.
  
  
• Ways to share feedback - Providing employees with feedback on their attendance can help them understand the impact of their absences and encourage them to take steps to improve if necessary. On the other hand, employees need to feel safe in sharing concerns or issues that may be causing them to take more time off so that everyone can work together to improve.

Finding the balance between compassion and accountability

Ultimately, the question of how many absences are allowed at work is less about rigid numbers and more about creating a supportive environment that balances the needs of the business with the wellbeing of its employees. Organisations can manage attendance in a way that supports both productivity and employee health with the help of some tools and techniques discussed.

For employees, understanding their company’s absence policies and knowing that there are systems in place to support them can make a huge difference. It reassures them that their wellbeing is a priority, and that they have a safe space to discuss any issues that may affect their work. In turn, this can lead to more honest communication, reduced absenteeism, and a more engaged and productive workforce.

At GoodShape, we believe in a holistic approach to absence management that combines data-driven insights with compassion and support. With our platform, organisations can not only monitor and manage absences more effectively but also work to create a work environment where employees feel valued and supported. Get in touch to find out more.