Excessive absenteeism in the workplace is a matter of concern both for employers and employees. It can vary by company and is often defined by the policies set forth in an employee handbook or contract. Generally, excessive absenteeism may be considered when an employee has no more paid leave available and continues to miss additional days without a valid reason or fails to meet the attendance requirements set by their employer.
Employers usually categorize absenteeism as excessive based on the frequency and pattern of absences. While there’s no universally accepted number, excessive absenteeism might be considered when an employee exceeds a certain number of days absent in a rolling calendar period—such as six or more instances of unscheduled absences in a 12-month period. Some organizations may also flag excessive absenteeism when an employee misses more than five consecutive days without adequate justification or documentation.
It’s important to note that certain absences are protected by law, such as those tied to medical leave under the Family and Medical Leave Act (FMLA) in the United States, which would not be counted towards excessive absenteeism. The Americans with Disabilities Act (ADA) may also protect employees who need accommodations for disabilities.
Considering the implications absent employees have on productivity, morale, and costs, companies strive to address excessive absenteeism through progressive discipline policies, work-from-home options during emergencies, and maintaining clear communication channels with their staff. Employers should always ensure that their attendance policies are compliant with labor laws and applied consistently among all employees.
In conclusion, what constitutes excessive absenteeism can vary depending on company policy and legal protections. Employers need to clearly define and communicate their attendance expectations while also recognizing and making allowances for legally protected circumstances.
