Sickness absence management

ProAbs Sickness enables the company to structure follow-up on employee absence and handle rolling sickness policies

Every year, absence due to illness costs companies billions of pounds. This does not only lead to lost production but might also result in expensive overtime payments to colleagues who must work extra. Thus, there is a great financial gain in increasing focus on the employees’ well-being and efforts to reduce the absence due to illness.  

With ProAbs Sickness will get a much better overview of absence due to illness and can pick up when irregularities occur. 

Digitalise the personnel policy

Structure follow-up employee absence
ProAbs Sickness acts on customer-defined rules and provides a warning if limit values are exceeded. Then a pre-defined workflow or action plan is initiated. This offers several options for structuring the follow-up on sickness:
  • When an employee has taken more than a certain number of sick days within a given period, the system will send out a notification. This will enable the company/manager to be more proactive and promote an early intervention to prevent future absence
  • If the absence period is longer, the system helps to administer illness/absence talks with employees and other kinds of follow-up

Automatic handling of rolling sickness

Some companies offer sick pay above the statutory sick pay and has a rolling sickness policy defining the various periods where the employee is entitled to different kinds of pay (or no pay). ProAbs Sickness also supports this – even if the number of sickness entitlement depends on employee category and seniority.
The total number of company-paid sick days will be summed up over a rolling period of a year or a fixed period of 12 months. This allows for better control, without manual intervention!

Compliance and less administration

ProAbs Sickness ensures that the company complies with their internal sickness policy as well as public regulations by automating processes. 
This will allow the company to:
  • Reduce the administrative working processes in the HR department
  • Provide better support to employees who need it – not only by taking action according to labour laws and internal employee agreements but also by allowing for making proactive efforts to assist the employee
  • Increase employee well-being and lower the level of absence due to illness but focusing on work/life balance. This, in turn, increases productivity which will be reflected directly in the earnings
  • Facilitate correct remuneration of employees in case of absence due to illness