Tackle the heart of employee absenteeism before it even becomes a problem.
Manage every kind of absence
Take control of employee absenteeism
Centered in the cloud, Natural HR’s absence management feature allows you to take control of every kind of absence with ease, to better understand absence records and identify patterns, set to resolve and reduce employee absenteeism.
- Easily track and monitor any type of absence
- Generate Bradford factor scores for all employees
- Improve core processes with intuitive return to work forms
Identify leave-related trends
Accurate data, built for precise decision making
Gain a deeper understanding of employee absences by analysing data relating to all types of absences and holiday entitlement to ensure you identify any leave-related trends or issues before it becomes a workplace problem.
- Access data like never before with unique and authoritative reports
- Root out employee absenteeism by viewing absence trends
- Automatically calculate employee leave entitlements
Relinquish the admin burden
01. Regain your time
With the absence tracking system, you have the ability to manage every kind of employee absenteeism, leaving you with room to drastically reduce administrative overheads and focus on what matters most to you.
Be in the know
02. A complete overview
With self-service, your team has full transparency over leave requests enabling you to keep a clear snapshot of employee attendance relating to sickness, holidays and training via the company calendar.
All the information you need
03. Assess the situation
Dive deeper into the background of the absence and facilitate an employee’s return to work with concise forms.
Absence Management FAQs
Absence management is an employer’s approach — via policies, procedures or programs — to reduce employee absenteeism, avoid workforce disruption and maximize employee productivity. It also involves managing an employees absence when they take either paid, unpaid or medical leave.
Employees must report their illness with as much notice as possible before starting work. Although sometimes, this is not possible.
To support your employees, your business should have a specific policy in employee contracts or handbooks setting a deadline and designated person members of staff should call when they are sick.
This should be set out in your handbook and contracts of employment. From an employee perspective, you are legally obliged to allow staff time off work to visit the GP or dentist. However, you can request that employees attend these appointments outside work hours, take annual leave or make the time up later.
If an employee is ill for seven calendar days or more (Not working days), they will need to supply a GP’s fit note as evidence of their illness. For seven days or fewer absences, staff members can self-certify, and employers may ask employees to complete a self-certification form on their return to work.
Those employed, earning at least £113 a week and who have been off work for four consecutive days are entitled to statutory sick pay (SSP). The current rate of SSP (March 2021) is £96.35 per week and can be paid for up to a maximum of 28 weeks for the days employees usually work. It is up to employers whether they pay more than the legally required SSP rate and should be set out in contracts.
No rule says an employer cannot contact an employee during a period of sick leave. Good business practice is to seek to agree on a level of contact during sick leave that is acceptable to both parties.
Flexible, feature-rich modules
National Motorcycle Museum
“As an HR professional looking after just under 500 people, Natural HR gives me exactly what I need and importantly, gives me opportunities to develop new practices.”Mark McHughGroup HR and Health & Safety Manager