Absenteeism covers more than simply not arriving for a shift; it includes persistent lateness, extended breaks, and attending to personal matters during work time, and dealing with it fairly requires a consistent, documented approach rather than an inconsistent, case-by-case reaction.
These are the elements of a fair, effective approach.
Have a clear, written attendance policy
A written policy defining what’s expected, standard hours, the process for requesting leave, what counts as unacceptable absence, gives both the employer and employees a shared, explicit reference point rather than relying on assumption.
Communicate this policy clearly when someone is hired, not only when a problem has already arisen, since a policy introduced reactively feels punitive rather than fair.
Distinguish patterns from isolated incidents
A single, genuine instance of absence is different from a persistent pattern, and the response should reflect this distinction rather than treating every absence identically regardless of context or frequency.
Keep accurate records of attendance, since a documented pattern is what actually supports a fair disciplinary process later if one becomes necessary.
Address the underlying cause where genuine
Absenteeism sometimes reflects a genuine underlying issue, health, family circumstances, or workplace dissatisfaction, and addressing the actual cause, where it exists, is more effective long-term than disciplinary action alone.
This doesn’t mean tolerating genuine misconduct, but a conversation to understand the situation before escalating straight to discipline often resolves the issue more effectively.
Follow fair, documented process for genuine misconduct
Where absenteeism genuinely constitutes misconduct, the correct disciplinary process under the Labour Relations Act must be followed, since skipping proper process can turn an otherwise fair outcome into an unfair one legally.
Our guide to employer rights covers the balance between an employer’s right to discipline and the fair process this requires.
Frequently asked questions
Does absenteeism only mean not showing up for work?
No. It also includes persistent lateness, extended breaks, and attending to personal matters during working hours.
Why does a written attendance policy matter?
It gives both employer and employees a shared, explicit reference point, rather than relying on assumption or reactive rules.
Should every absence be treated the same way?
No. A single genuine instance differs from a persistent pattern, and the response should reflect that distinction.
Should the underlying cause of absenteeism be addressed?
Where genuine, yes, since understanding a real underlying issue is often more effective long-term than disciplinary action alone.
What process applies for genuine absenteeism misconduct?
The correct disciplinary process under the Labour Relations Act, since skipping proper process can turn a fair outcome into an unfair one legally.
Further reading
Originally published in 2024. Updated September 2026 into a clearer, fairer approach to dealing with employee absenteeism.
