Attendance Management is the HR process of monitoring, recording, and managing employee attendance at work. It aims to:

• Ensure reliable workforce availability.

• Support employees with genuine health issues.

• Tackle frequent, unauthorised, or excessive absence.

When Attendance Management Applies in Business

• High levels of short-term absence (e.g. frequent sick days).

• Long-term sickness absence (more than 4 weeks).

• Patterns of absence (e.g. always before/after weekends or holidays).

• Supporting employees returning to work after illness or injury.

Employee Rights in Attendance Management

✅ Statutory Sick Pay (SSP)

• Employees who are too ill to work may qualify for SSP (up to 28 weeks, if eligible).

✅ Right to Fair Treatment

• Absence must be managed consistently and fairly, without discrimination.

✅ Confidentiality

• Medical information must be kept confidential under data protection law.

✅ Reasonable Adjustments

• Under the Equality Act 2010, disabled employees or those with long-term health conditions may require adjustments (e.g. flexible hours, phased return).

✅ Right to Challenge

• Employees can challenge unfair treatment (e.g. if disciplined for genuine illness).

Employer Responsibilities

• Have a clear absence policy (sickness reporting, certification, triggers).

• Keep accurate attendance records.

• Conduct return-to-work interviews after absence.

• Offer occupational health support where needed.

• Distinguish between genuine illness and unacceptable absence patterns.

Business Brief (Summary)

• Attendance Management = balancing business needs with employee wellbeing.

• Employees are entitled to sick pay, fair treatment, and reasonable adjustments.

• Employers must apply policies consistently, keep records, and support staff.

• Good attendance management reduces disruption, increases productivity, and improves employee morale.