Euro 2004 is no balls for employers

Hangovers and hot weather are the most common reasons for staff taking time off when they are not ill. And with this week’s combination of ’football fever’ and soaring temperatures causing a surge of sickies to hit companies across the country, employers are being advised to take a firm approach to absenteeism.

Croner Consulting, one of the UK’s leading providers of business advice and support, is issuing the advice following a recent jump in the number of calls to its Business Support Helplines from employers worried about how to discipline staff phoning in sick to watch the football, or because of a post-match hangover.

The recent hot weather has also left employers unsure of what they can do to catch out skivers who take time off to top up their tan.

Richard Smith, HR expert at Croner Consulting, which is part of Wolters Kluwer UK, says that employers should not accept staff ’pulling sickies’ as a necessary evil of Euro 2004.

He says: Skiving is a serious offence, worthy of disciplinary action, or even dismissal and there are ways employers can minimise the problem. It’s no coincidence that the number of sickies has shot up due to Euro 2004 and the sunny weather and employers are evidently, and understandably suspicious.

Employers should remind staff of the company policy on absenteeism and stress that skiving will not be tolerated. Explain it is understandable that they may wish to celebrate the football season, but they should not let it interfere with their job. Often just a firm reminder is enough to make staff think twice before ringing in sick.

From a legal perspective, a typical contract of employment states that employees should be fit for work. A hangover is not a genuine illness and by taking time off they are in breach of their contract and the employer is well within their rights to take disciplinary action.

Richard continues: While we advise adopting a proactive, vigilant approach to managing absenteeism, which ranks in the top three of employers’ concerns, employers should also be aware of employees’ rights.

Even if an employer suspects an employee is skiving, they mustn’t jump the gun and take disciplinary action until they have investigated the problem and are certain the absence was not genuine.

To reduce absenteeism in the workplace, Croner Consulting is recommending employers take the following steps:

Take a serious approach to absenteeism. Closely monitor absence levels of all employees Make the employee aware that their absence has been noted. Consider arranging a meeting to determine if they have any health problems affecting their work, or to catch up on work they have missed Take disciplinary action if an employee is found to be taking sick days that are not genuine.

Peter adds: Employers can be firm but also fair during the football season. Many find that giving employees the option to make up any time lost due to football matches, or even providing a television in the office is a good solution which can boost morale in the workplace.