Employee absence is a normal part of working life, but when it becomes frequent or poorly managed, it can quickly impact the productivity, morale, and even profitability of your business.
With the government changing Statutory Sick Pay (SSP) to a day-one entitlement, likely to be introduced by the Autumn of 2026, now is the time to review how your business handles sickness absence. This change increases the urgency for employers to have clear, consistent, and proactive absence management processes in place.
The first step in managing absence is knowing where you stand. Manually tracking time off can be time-consuming and error-prone, which is why many small businesses now use HR software like Breathe HR.
These platforms allow you to:
Tracking gives you the data you need to make informed decisions – without it, you’re working in the dark.
To reduce absence, you need to understand why it’s happening.
Return-to-work interviews are one of the most effective tools for this. They help uncover whether an absence was linked to short-term illness, an ongoing condition, work-related stress, or even personal issues. Over time, these conversations can also act as a gentle deterrent against unnecessary sick leave.
If patterns emerge across your team, you can dig deeper through anonymous employee surveys or one-to-one conversations. This insight is essential if you want to tackle the root causes.
Once you’ve identified the issues, it’s time to make meaningful changes. Here are practical and proactive steps businesses can take:
Create a Culture of Wellbeing - Support physical, mental, and emotional health through policies, support services, and a positive work environment.
Offer Flexible Working Options - Flexibility can help employees better manage personal responsibilities, reduce stress, and stay well.
Invest in Growth and Development - When people feel like they’re progressing, they’re more engaged and less likely to feel disengaged or demotivated.
Prioritise Clear Communication - An open-door approach helps employees raise concerns before they escalate into time off.
Recognise and Reward Contributions - Appreciation boosts morale and shows employees they’re valued.
Talk Openly About Mental Health - Normalise mental health conversations and break down stigma.
Provide Practical Mental Health Support - From access to counselling to resources and helplines, ensure your team has the tools they need.
Encourage Regular Breaks - Remind teams that stepping away from the screen or workstations helps prevent burnout.
Set Boundaries Around Work/Life Balance - Be clear about working hours and discourage a culture of overwork.
Train Line Managers in Mental Health Awareness – Equip your managers to spot signs of stress and support their teams appropriately.
Identify Workplace Stressors - Survey your team or hold discussions to uncover stress hot spots, and act on what you find.
Run Stress Management Initiatives - Wellness programmes, resilience training, and regular check-ins all help create a healthier workplace.
With SSP entitlement changing to kick in from day one, there’s even more reason to ensure your absence management processes are clear, fair, and consistently applied. This change could mean more short-term absences – making it vital that you’re prepared to monitor, support, and respond effectively.
Reducing absence takes more than a policy – it requires a people-first approach grounded in trust, support, and practical action.
If you're ready to take a proactive stance and improve attendance and wellbeing in your business, get in touch today to find out how we can help.
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