Aaron Wallis Sales Industry News

Welcome to our News Page. Discover more about the UK Sales Industry and recruitment trends together with links to quick tips and sales advice. Meet the Editorial Team

Monday 9 July 2012

Managing sickness absence 'is not difficult'

It is not difficult to manage sickness absence in the workplace, and companies need to realise that doing this properly can be the difference between a content or unhappy workforce, one expert has pointed out.

Fintan O'Toole, director at The HR Dept in south London, said that employers should ensure that all employees are contacted during and after sickness absence to check on their welfare.

A return to work interview should always take place to ensure that the employee is now fit for work and to discuss how time lost can be made up, while persistent absences may lead to an investigation as to underlying reasons, he noted.

Sickness absence can have a major impact on businesses, as it means that work that should be being done is not being done, which can put pressure on colleagues in the workplace or have an impact on projects, the expert said.

Mr O'Toole noted that it is therefore important to think about the ways in which people who have been off sick can be eased back into the workplace, or perhaps those who are under the weather but still capable of working can contribute - such as by remote working, or even drafting in flexible workers.

"Flexible working gives employers access to a workforce that may not be able to commit to full time working because of domestic arrangements. There is a huge talent pool of men and women prepared to work part time," he said.

For Sales Managers Aaron Wallis Recruitment provide all of the latest news in the UK sales industry to help you keep your team in touch with changing trends and developments. For sales manager jobs and unique recruitment services, backed by a 52 week rebate scheme, visit www.aaronwallis.co.uk.

Posted by Nikki BarristerADNFCR-1617-ID-801403499-ADNFCR

Source: The Sales Director News

No comments:

Post a Comment