Employee health is a crucial aspect of running a company’s operations. But what if an employee is frequently sick? What should HR do to handle this situation? Here are strategic steps that Human Capital Management teams can take to balance employee needs and business continuity.
1. Identify and Analyze the Situation
The first step HR should take is to identify patterns of absence among employees who are frequently sick. By analyzing attendance data, HR can understand how often the employee is absent and whether there are specific patterns, such as seasonal illnesses or chronic medical conditions. This data forms a critical basis for determining the next steps.
Additionally, HR can engage in direct discussions with the employee to understand the reasons behind their absences. In such situations, it is essential for HR to show empathy and maintain the employee’s privacy to ensure they feel comfortable sharing information.
2. Evaluate Company Policies
Company policies related to sickness and medical leave should be regularly evaluated. HR needs to ensure that these policies support employee needs without compromising company productivity. For example, does the company provide adequate sick leave? Or does the company already have health insurance that covers the medical needs of employees?
Effective Human Capital Management ensures that company policies align with employee needs while providing legal protection for both parties.
3. Implement Health Programs
HR can collaborate with healthcare providers to implement health programs aimed at improving employee well-being. Examples include organizing health seminars, providing free health check-up facilities, or offering access to mental health counseling.
Headhunter companies and Healthcare Executive Recruitment specialists often recommend companies incorporate health programs as part of their talent retention strategies. This not only increases employee loyalty but also reduces the risk of prolonged absences.
Read more: Is Employee Gathering Important for Companies?
4. Flexibility and Workload Adjustments
In some cases, employees who are frequently sick may require workload adjustments or flexible working hours. For instance, offering work-from-home options or temporarily reducing work targets. This approach can help employees recover their health without feeling overburdened by work.
However, this flexibility must be balanced with good communication between HR, managers, and related teams to avoid disrupting the company’s workflow.
5. Monitoring and Follow-Up
After implementing the steps above, HR needs to conduct regular monitoring. Has the employee’s absence decreased? Is there an improvement in the employee’s performance? Monitoring allows HR to evaluate the effectiveness of the policies implemented and make adjustments if necessary.
Additionally, HR should adopt preventive approaches, such as educating employees on the importance of a healthy lifestyle and providing support to maintain a balance between work and personal life.
HRNetRimbun’s Role in Supporting Companies
If your company is facing challenges in managing employee absenteeism, HRNetRimbun can assist through integrated Human Capital Management consulting services. As part of a leading Headhunter Company network, we also offer Healthcare Executive Recruitment solutions to ensure your company has the right resources to manage employee health and well-being effectively. Contact us for more information and consultations tailored to your needs.
