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In response to this, some business experts, desperately trying to tap into the topic of the moment, have offered their opinions on the best ways to constantly monitor staff by cutting employees’ number of sick days and, to an extent, their personal liberty.

Emma Ladley of Lester Aldridge solicitors made her opinions clear on the best way to handle insubordinate skivers: “As a starting point, if an employee simply does not attend work, this is an unauthorised absence and can be dealt with under your disciplinary procedure.”

While this attitude may cut down the odd sick day here and there, it is unlikely to endear your management style to your employees, undoubtedly increasing staff turnover and disharmony.

Ms Ladley continued: “You should meet with the employee when they return to work to discuss their absence and establish whether the illness was genuine, holding return to work interviews can be a helpful tool to minimise instances of unwarranted absence. If after investigation you find that they were not genuinely sick then you can take disciplinary action.”

Yes, an employee deceitfully forsaking the workplace to play the latest video game is morally questionable, but consider the long-term ramifications of bringing in measures to make employees feel uncomfortable about staying at home when they are genuinely ill.

Ruthlessness towards employees calling in sick may save a business hundreds of pounds. But by creating a pleasant working environment through trust, you are for more likely to establish a loyal workforce that could make you millions.


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