Absence Management
REDUCE DISRUPTION. PROTECT PRODUCTIVITY. SUPPORT YOUR PEOPLE.
Unplanned absences can throw even the best-run teams off course. With Altum HR, you’ll have expert guidance to manage absence fairly, consistently and with minimal disruption. From short-term sickness to long-term leave, our HR consultants help you navigate sensitive conversations, ensure legal compliance and maintain team morale. We provide clear, actionable advice tailored to your business, so you can respond with confidence and keep operations running smoothly.
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Why Altum HR
With the right HR strategy, Absenteeism becomes manageable
At Altum HR, we don’t just track absence or lateness; we help you understand it. Our HR consultants work with you to spot patterns, reduce repeat issues and implement proactive strategies that support both your people and your bottom line.
Whether it’s updating policies, training managers or handling complex cases, we’re here to make absence management less reactive and more strategic. Because when absence is handled well, your team feels supported and your business stays resilient.
Absence Management strategY
With a proactive absence and lateness management strategy, Altum HR helps you go beyond damage control. We focus on creating a workplace culture that supports attendance, improves employee well-being, and reduces recurring absence issues. Our team combines practical HR expertise with data-driven insight, ensuring your absence policies align with both legal requirements and your business goals. The result? Fewer disruptions, stronger teams, and a healthier, more resilient organisation.
absence management FAQs
How do I manage frequent short-term absences in my team?
Frequent short-term absence can be more damaging than a long, single absence because it’s disruptive, harder to predict, and harder to cover. Use absence data (e.g. Bradford Factor or other trigger points) to spot patterns, hold early welfare or review meetings, and work with the individual to identify root causes. Altum HR supports you with fair review processes, manager training, and practical absence-reduction plans.
What are my legal obligations when an employee is off long term?
When an absence extends (e.g. over 4 weeks or more), you must tread carefully. You’ll need to consider medical evidence, maintain regular communication, explore reasonable adjustments, and ensure compliance with disability and employment law protections (such as the Equality Act). Altum HR helps you navigate this minefield, ensuring you follow due process without exposing your business to risk.
Can I dismiss an employee for poor attendance?
Yes. But only after following a fair, documented process. You should give warnings, hold capability reviews, consider reasonable adjustments, and ensure consistency with your absence policy. If performance does not improve and further absences continue despite support, dismissal may be a last resort. Altum HR can guide you through each step, helping you mitigate legal exposure while maintaining standards.
What happens if an employee takes an unauthorised leave?
Unauthorised absence may be treated as a disciplinary matter, particularly if the employee fails to follow reporting procedures. Your absence policy should clearly outline the steps and potential outcomes. Altum HR can guide you through every step, helping you manage risk while upholding best practice.
How can I support an employee returning after a long absence?
Supporting a smooth return might involve flexible hours, adjusted responsibilities, or wellbeing check-ins. Long-term sickness absence may also be covered by specific workplace policies or legal obligations, including the Equality Act 2010. Altum HR can guide you through every step, ensuring your approach is fair, compliant and tailored to both the employee’s needs and your operational goals.