Resources Guides 08.12.16

Employee Relations

Absence Management

According to the CIPD’s 2015 annual survey on Absence Management, the average cost of absence per employee is £554 per year.

Sickness absence management is a subject that needs to be handled sensitively. If managed poorly it can lead to a breakdown in trust between employees and employers.

Frequent sickness absence needs to be investigated carefully, particularly when the ailment requires further treatment or is work related. Early detection can stop the problem from worsening. The impact of regular sickness not only impacts the individual but their peers too. If the situation is not managed properly then team members could feel demotivated as they believe their colleague is ‘getting away with’ high sickness absence. This is where our team’s expertise will add value. We work closely with our clients to establish unambiguous procedures that can be followed systematically to avoid any claims of unfair treatment or discrimination. If you’re nervous about saying the wrong thing then we are on hand to draft any letters and meeting scripts enabling you to oversee the situation effectively.

If sickness absence is high enough to warrant professional medical advice then our consultants are able to write letters for you to send to medical professionals, asking them for their advice on how to bring an employee back to work safely and whether your organisation needs to adopt any ‘reasonable adjustments.’

“Employers must make reasonable adjustments to make sure disabled workers (including contract workers, trainees, apprentices and business partners) aren’t seriously disadvantaged when doing their jobs”

The CIPD 2015 survey acknowledged that employers are tending to focus more on employee well-being, health promotion and rehabilitation programmes. With our Financial Planning team, we have helped clients to implement absence initiatives such as private health insurance and medical cash plans.

Performance Management

Managing performance is a continuous process and if carried out efficiently it can be used as a tool for motivation and retention.  Our team of specialists have devised processes for clients and assisted them in communicating these to their employees in an open and transparent way so as to avoid any mixed messages. If employees feel valued and that they are treated fairly then this can have a positive impact on their commitment, to an organisation, as well as their productivity.

Conflicts can arise when a clear process has not been followed and employees are not made aware of any issues in a timely fashion. In extreme circumstances employees may feel so aggrieved that they submit a grievance or claim. Our team always recommend a step-by step approach when managing performance. Any issues need to be communicated in a constructive manner and we are more than happy to draft meeting scripts and performance improvement plans for you. In fact, some of our clients have asked us to oversee the entire process and hold the performance meetings for them. In addition to this we have written numerous Capability and Performance Management policies for our clients.

Our team can help you execute effective appraisals that are aligned with organisational objectives. We can also help you to implement performance improvement plans for those employees that may need more support in understanding their jobs and management expectations.

On the rare occasion there may be a time when an employee is not suitable for their job and performance does not improve adequately. This could lead to the employee’s contract being terminated. The dismissal of employees is probably one of the most delicate areas of employment. The presence of stringent employment legislation means that it is essential that dismissals are carried out scrupulously. Our HR Consultants can provide advice so your organisation avoids potential tribunal claims.

Every organisation has a different culture and strategic goals and our Consultants take this into account when offering you a bespoke service.