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Handling Employee Attendance Issues: 7 Steps

Handling Employee Attendance Issues 7 Steps

Managing employee attendance is a critical part of running a successful business. If your employees are not available to work, you will face some serious consequences. In this post, we are going to discuss seven steps that you can take to handle employee attendance issues effectively. From setting attendance policies to tracking absences, we will provide you with the tools that you need to manage employee attendance effectively. By following these steps, you will be able to ensure that your business is running at its peak level.

1. Recognize attendance issues early

If you’re like most businesses, you’re probably concerned about employee attendance. After all, if your employees are not showing up for work, it’s likely that they’re not being productive. And, of course, if your employees are not productive, you’re not going to be making much money.

The good news is that you can take steps to address employee attendance issues before they become serious problems. Here are seven steps to follow:

1. Recognize the early signs of employee absenteeism. If your employees are routinely arriving late or leaving early, it’s likely that there’s a problem. Look for patterns, and don’t be afraid to ask your employees about their reasons for missing work.

2. Set clear and consistent expectations for employee attendance. Make sure that everyone knows what’s expected of them, and be clear about any penalties that will be imposed for missed work.

3. Implement a system for tracking employee attendance. This will help you to identify trends and determine whether or not there’s a problem.

4. Make sure that your employees have access to reliable transportation. If they can’t get to work, they’re not going to be productive.

5. Provide adequate resources for your employees. If they’re not productive, they’re not going to be happy.

6. Be honest with your employees about their attendance status. If they’re not meeting the expectations that you’ve set, be honest about it.

7. Take action if you determine that employee attendance is a problem. If your employees are consistently missing work, you may need to take steps to address the issue.

2. Create a policy for employee attendance

There are a few things you need to take into account when creating a policy for employee attendance. First and foremost, you want to make sure that everyone is aware of the policy and knows what is expected of them. Secondly, you need to create a system that will track employee attendance. Finally, you need to have a plan in place for when employees are absent.

3. Set a standard for attendance

No one wants to be the boss who has to reprimand or fire employees for arriving late to work or not showing up at all. However, this is a necessary part of a functioning business.

Here are seven steps to help you manage employee attendance:

1. Establish a policy. Make sure that everyone knows the company’s attendance policy and that employees are aware of the consequences of not following it.

2. Set a standard. Let everyone know what is considered acceptable and unacceptable behavior.

3. Make sure the policy is enforced. Make sure that employees are disciplined if they don’t follow the policy.

4. Hold employees accountable. Make sure that employees are aware of their individual responsibilities and that they are held accountable for meeting the company’s attendance standards.

5. Celebrate success. Let employees know that you appreciate their efforts and that you are committed to meeting the company’s attendance goals.

6. Address problems as they happen. Be prepared to address any problems that arise and make sure that employees know that you are there to help them.

7. Review and adjust the policy as needed. Always keep the company’s attendance policy in mind as you continue to manage employee attendance.

4. Communicate the policy to employees

Many businesses have attendance policies in place to ensure that employees are meeting the demands of the job. However, these policies can often be difficult to enforce. Here are seven steps to helping enforce your attendance policy.

1. Communicate the policy to employees. Make sure they know what is expected of them and when they are expected to be present.

2. Set a clear deadline for missed appointments.

3. Take action if the deadline is not met.

4. Warn employees about possible consequences if they miss work.

5. Give employees the opportunity to make up missed work.

6. Take disciplinary action if necessary.

7. Keep records of attendance and any disciplinary action taken.

5. Enforce the policy

There’s no getting around it: Absenteeism is costly. Employee absences can significantly impact your bottom line and can even lead to termination.

Fortunately, there are steps you can take to minimize the impact of employee absences and improve employee attendance.

1. Establish a policy

Make sure your policy is clear and concise. Make sure employees know what is expected of them in terms of attendance.

2. Keep track of attendance

Keep track of employee absences and use that information to determine whether a particular employee is consistently absent or just has occasional absences.

3. Benchmark your performance

Do an analysis of your company’s performance when employees are present and compare it to performance when employees are absent. This will help you to identify areas where you need to make changes to your policy or enforcement procedures.

4. Take action

If you determine that an employee is consistently absent, take appropriate action, such as issuing a reprimand, warning, or suspension.

5. Evaluate and revise your policy as needed

If you find that your policy is not effective in achieving its intended goals, evaluate it and revise it as necessary.

6. Educate employees about your attendance policy

Make sure employees understand why attendance is important and what will happen if they violate the policy.

7. Train employees on how to comply with the policy

Train employees on how to properly record attendance, how to handle employee absences, and how to respond to disciplinary action.

6. Track employee attendance

It’s important to always have an accurate attendance tracking system in place to ensure that your employees are working as scheduled and that you aren’t wasting time and money on employee absences.

There are many different ways to track employee attendance, but the most important thing is that you have a system that’s easy to use and keeps track of employee absences and the corresponding amount of time that they were absent.

7. Take action if attendance is not meeting standards

Handling employee attendance issues can be a difficult task, but it is important to do so in order to maintain a professional work environment. Here are seven steps to follow:

1. Evaluate the reasons for the employee’s absence.

If an employee is absent for a legitimate reason (such as a family emergency), then the absence should not be an issue. However, if an employee is absent for an illegitimate reason (such as not showing up for work because they are sick), then action must be taken.

2. Determine the punishment for an employee who is absent without proper justification.

The punishment for an employee who is absent without proper justification can vary depending on the situation. However, most organizations have a policy that states an employee who is absent without proper justification will be terminated.

3. Document the absence.

If an employee is absent, it is important to document the absence. This will help to ensure that the absence is properly handled and that the employee is held accountable for their actions.

4. Follow up with the absentee employee.

It is important to follow up with an absentee employee to make sure they are receiving the appropriate treatment and to ensure that their absence is being handled properly.

5. Disclose the absence to the employee’s nearest supervisor.

If an employee is absent for an extended period of time (more than three days), then it is important to disclose the absence to the employee’s nearest supervisor. This will help to prevent any potential misunderstandings or complications.

6. Document the follow-up conversation.

It is important to keep track of the follow-up conversation with the absentee employee. This will help to ensure that the employee understands the consequences of their actions and that any issues that may have arisen are being properly addressed.

7. Follow up with the employee after the follow-up conversation.

After the follow-up conversation has been completed, it is important to follow up with the employee to ensure that everything is still being handled properly.


Employee attendance is critical to the success of any business. Unfortunately, it can be difficult to keep employees on-time and productive when they are not present. In this blog post, we outlined seven steps that you can take to handle employee attendance issues. By following these steps, you will be able to keep your employees on-time and productive, and you will be able to avoid any potential lawsuits. 


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