Why an absence management policy is essential

A good absence management policy not only helps to limit the number of absences, but also creates clarity and structure in how absence is dealt with. It is a strategic tool to prevent long-term absenteeism and to make return to work human and feasible. This aligns with the federal government's ambitions to reduce long-term inactivity and keep more people sustainably employed.

The building blocks of an absence management policy

A strong policy contains at least the following elements:

  1. Maintaining contact during absence
    A proactive contact procedure where the employee is contacted in a warm, respectful manner helps to maintain trust and create a sense of belonging. It is important that this contact does not originate from control, but from care and support.
  2. Informal guidance and open communication
    A conversation with the occupational physician – whether or not at the request of the employee – can help remove barriers and timely explore possibilities for adapted or other work. This informal trajectory allows for early assessment of what is possible, even before a formal reintegration trajectory is needed.
  3. Early detection and follow-up
    A timely assessment of the work capacity is crucial. Employers are encouraged to check, already after a few weeks of absence, whether the employee is likely to return, and what guidance is needed for this. Health insurance funds are also strengthened in this, with faster assessments and closer cooperation with the occupational physician.
  4. Cooperation between involved actors
    The government declaration advocates for more consultation between the treating physician, the advising physician, and the occupational physician. This collaboration – naturally with the employee's consent – allows for the creation of a better coordinated and more realistic guidance plan.
  5. A policy supported by the entire organisation
    An absence management policy is not an exclusive task for HR or the prevention service. Managers and colleagues also play an important role. Therefore, it is crucial that the policy is supported at all levels and embedded in a broader well-being strategy.

From absence management to return-to-work policy

Where the emphasis used to be on control and administration, the focus now shifts to caring follow-up and sustainable return to work. A good absence management policy goes beyond rules: it makes the difference between long-term absenteeism and a successful return to work. 

  

This evolution requires a different approach: one in which people-oriented guidance and reintegration are central. How to tackle absenteeism? Read here more. 

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