Published: March 20th 2024

Following national celebrations and public holidays like St Patrick’s day, you could find yourself down several staff members.

And – as business owners know all too well – an increase in absences can cause its fair share of problems.

So, what can you do if employees feel the ill-effects of weekend celebrations?

Put an absenteeism policy in place

Policies should never be overlooked. An absenteeism policy will outline how employee absences should be dealt with.

The policy will also help you handle absences in a fair and consistent manner.

Has the employee complied with the policy?

As with any absence, the employee should notify you right away. An absenteeism policy should clarify this. In this event, it’s important employers confirm this has happened in the required manner.

Keep in contact

Reach out to the employee to establish why they’re absent. When you do, record the time and the methods you used to establish contact. These will come in useful during future enquires.

Do absent employees get paid?

Employers are under no general obligation to pay wages during unauthorised periods of absence. That said, your employment contract may state otherwise. If not, the employee is not entitled to receive pay during unauthorised absences.

The benefit of a return-to-work interview

A return-to-work interview can answer a lot of questions. It can also help you establish better processes when it comes to handling absence. Meanwhile, if the returning employee is unable to explain themselves, you may need to take action.

How to handle repeat offenders

What if a certain employee keeps missing days? In that case, it may be time to begin formal disciplinary action.

This is never the first option, but it can put a stop to constant short-term absences.

Indeed, according to the Workplace Relations Commission (WRC), frequent absenteeism can justify dismissal.

Take a measured approach

Unauthorised absences can occur for a host of reasons. If they start to pile up, this can create a frustrating situation for employers. Still it’s important not to overreact. It’s instead advised that employers investigate each absence before deciding what action to take.

Need our help?

If you would like further complimentary advice on the absenteeism from an expert, our advisors are ready to take your call. Call us on 01 886 0350 or request a callback here.