RESOURCES OVERVIEW GROUP
6 JULY 2006
MONITORING REPORT – SICKNESS ABSENCE 2005/06
1.BACKGROUND
This is a monitoring report to keep members informed of sickness absence levels.
2.RECOMMENDATION
For noting
3.SICKNESS ABSENCE
Attached at Appendix 1 are details of the level of sickness absence by service unit for the financial year 2005/06. For comparative purposes Appendix 2 sets out absence levels for the financial year 2004/05. The current level of sickness absence involves an average of 8.68 days per employee. This compares with an average for the year 2004/05 of 8.71 working days. The average level of absence in local authorities, published by the Employers Organisation is 10.7 working days, and 10.37 for Unitary Councils. Upper quartile absence levels in local authorities according to the Employers Organisation involves 8.78 working days and a lower quartile figure of 10.45 days.
As applied last year the analysis attached at Appendix 1 shows higher levels of absence for the last quarters compared with the two preceding quarters this is not unusual as absence levels are highest during the winter months.
There is a best value sickness indicator. This has exclusions (such as temporaries and casual employees with less than 12 months service) whereas the service unit date above includes all absence.
This indicator involves 9.89 days for 2005/06 and 9.63 days for 2004/05.
The Council applies a managing attendance and sickness absence policy.
Individual units have built sickness absence targets into their business plans.
An appeal panel in 2005 did indicate a concern that service units apply sickness attendance management procedures and ensure fairness to Council tax payers as well as to employees. This expectation has recently been reiterated by Cabinet members.
Peter Pawlowski Strategic Director is reviewing application of sickness management in different services to try to ensure consistency of practice.
4.LEGAL IMPLICATIONS
Management of sickness absence needs to be carried out fairly and consistently in accordance with Council procedures. Where employment is terminated as a result of ill health the Council could be at risk of a claim for unfair dismissal if the proper procedures have not been observed.
Consideration is given to Disability Discrimination Act and Human Rights Act and employment legislation and case law in applying attendance and sickness management procedures.
There have been no successful appeals or tribunal cases during this period relating to sickness absence.
5.FINANCIAL IMPLICATIONS
Whilst absence rates are below the norm for local authorities, there is a concern to try and achieve improvements. The cost of sickness and absence to the Council is estimated to be approximately £5.24 million including estimated replacement staff costs. It is therefore important to manage attendance levels effectively.
6.EQUALITIES IMPLICATIONS
Reasonable adjustments are made to the management of disabled employees and procedures in the event of absence due to disability. Employees with a disability are still expected to maintain an acceptable level of attendance.
COLIN HAGUE
HEAD OF PERSONNEL AND TRAINING SERVICES
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