Report on Strategies for Reducing Absenteeism in Companies

This report examines strategies for reducing employee absenteeism within a company. It highlights the importance of employee well-being, mental health support, and flexible work arrangements to improve engagement and reduce absences. The report suggests implementing policies such as paid mental health days, flexible work options, and clear communication of expectations. It also emphasizes the need to address workplace issues like bullying and stress, which can contribute to absenteeism. The report references academic sources to support its recommendations, focusing on creating a committed and engaged workforce through structured processes and employee support. The use of wellness programs and support for employees returning from health-related absences are also discussed.

International
foundation programme

Reducing Absenteeism in the Company
In present time, manager of every company can also keep new programs in the
company to reduce employee holidays. This help to improve the mental state of their work in
correct manner and they can do the work well. It a worker is on Leave Company must not
deduct their money as well as if there is any tension inside the workplace between workers
then it must be removed (Al-Busaidi and Tuzlukova, 2013). They should be given such a task
which increases the business of their company and they can do the work more closely such as
give employees the flexibility to work from home, let staff member take a mental health day
as paid leave. Many employees see no real concern about being absent or late to work
because they feel that they are entitled to some absenteeism. In order for a company to be
successful, it needs a committed and engaged workforce. One way to raise obligation and
commitment is clear expectations, assumed employee provision as well as a structured
process to reward good performance.
Organizations have developed different ways for employees to report their absence. If
an employee is being bullied or harassed by someone at work, they may stay at home so they
can avoid the unpleasant situation. An employee may be stressed because of work or due to
personal reasons. Whatever the reason, they may believe that being at work will only add to
their stress. Furthermore, if an employee feels burnt out, they will feel disconnected from
their work (Moberly and Stahl-Timmins, 2019). This may also be the case if an employee has
a dependent child which is consider being the most common cause of absenteeism.
Companies either big or small use methods to address absenteeism such as do not look at
worker or treat them in harsh in a way that makes them feel that manager is misbehaving with
them, maintain an arrangement with them that they feel that company BOD is with them.
Every time line up mostly with staff members so individuals believe the company provides in
every situation, communicate the employment contract with staff as part of the upcoming
staff induction process to understand how much their participation aspirations were already.
In addition, explain even how to inform the organisation and whoever the staff member must
communicate directly if they do not come to work, give workers information so they believe
the response is only for their benefit. It's complicated for people to go back to work following
an accident or accident. But 64 % of 50 professional HR departments around the UK
interviewed by QBE this week said managers are doing little to support their workers back
into the workforce following a health-related lack of mention. Initiate an in-house program
that encourages health programmes, such as periodic check-ups, or one-to-one meetings with

an approved psychologist. Wellness services not only minimise the employee turnover but
also decrease the costs of health care caused by prolonged long-term absences (Drummond,
2019). Flexible employment encourages the workers to work from home, avoiding them the
hassle of going back and forth. Remote working eliminates employee turnover by
encouraging the employees to carry out their jobs on their behalf when making care of
specific matters.

REFERENCES
Books and Journals
Al-Busaidi, S. and Tuzlukova, V., 2013. Some reflections on Moodle-based learning in the
English foundation programme of Sultan Qaboos University. learning, 2(3).
Drummond, A., 2019. Comparing lexical development at two distinct IELTS bands within an
international foundation programme. Journal of Second Language Teaching &
Research, 7(1), pp.160-183.
Moberly, T. and Stahl-Timmins, W., 2019. More doctors are taking a break from training
after foundation programme. Bmj, 364.