Let’s face it; there’s simply no denying that managers need to be able to understand issues regarding and relating to managing absence in the workplace. Unfortunately, there are many managers who fail to realize the importance of this.

There are many complexities associated with managing attendance in a business. Often, dealing with personnel brings with it many facets that can be sometimes difficult to handle. And this only refers to dealing with the employees that are actually in attendance! Actually, even though an employee may not be in the office, the need to manage issues related to the employee’s absence is critical as well.

At the core of employee benefits and attendance management is sick leave. This is because employees cannot be expected to work at peak performance when they are sick and if the do not get paid when they are recuperating, they will look towards another employer who will provide such compensation. However, it is important when managing absence to make sure employees are not taking advantage of sick leave benefits. And, of course, it is also helpful that a company does not create an environment where the individual is repeatedly unable to go to work.

Namely, it is important to ensure the workplace is one that is stress free. When employees are under extreme work-related stress, they will develop conditions that make them less likely to attend work regularly. Extreme stress can sometimes mimic flu related symptoms and this is why fatigued and burned out employees will call out sick regularly. This can negatively impact office performance and can occur with no real end in sight. Namely, this is because the reasons for the stress have not been removed from the workplace equation. However, if an office does take these steps, it may be able to reduce sick leave and improve attendance management dramatically.

It is also important to note that unless an employee is a chronic abuser of sick leave it is best not to hassle the employee over sick days. Remember, sick days are designed to allow an employee time to get better from an illness. When the employee is in better shape, he/she can positively contribute to the prime missions of the company. This is a facet of managing absence that needs to be understood. Sometimes, it is a good idea that the employee stays home. After all, a fit and healthy employee will work better than one who is severely under the weather.

And, ultimately, it is important to distinguish between legitimate absences and those that may be less than legitimate. In general, two-thirds of employee sick days are based on an actual sickness. However, 1/3 of sick days are taken flippantly.

When an employee appears to be taking advantage of a sick leave policy, it is critical to address the situation since sick days can lead to a great deal of down time in the office. And, of course, down time always needs to be reduced as much as possible.