Employers across the country are preparing for reduced productivity as staff embark upon holidays and enjoy the summer sun. What is harder to prepare for however, is absence that is not planned or accounted for.

With better weather and the world’s second best Test cricket team facing the world’s number one, employers approach the summer with trepidation. On the 25 July 2011, 25,227 people arrived at Lords Cricket Ground (some doing so as early as 2am) to watch England defeat India. For a Monday, it was a remarkable turnout. Many business managers could be forgiven for scrutinising pictures of the event for a glimpse of an employee struck with an ailment, although the suntan may have been the better indicator upon the Employees return. So what can an Employer do to protect themselves against unauthorised absence?

The most important preventative measure to have in place is a clear and concise procedure for reporting illness. It is rather difficult to explain to your manager that you are at home ill whilst, in the background 20,000 supporters are roaring on the first ball of the day. Secondly, it is essential that Employees are aware of the potential repercussions of their absence. To that end, a clear disciplinary code and procedure can assist Employers in dealing with those Employees that take unauthorised absence. Finally, and for repeat offenders, a system of self-certification and a concise capability procedure can assist employers.

If you would like to consider putting such policies in place, or if you would like to discuss employment issues generally, then please do not hesitate to contact Stephen Nixon, Andrew Pointon or David Evans at Enoch Evans LLP.

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