You bring absence down by managing it, not by policing it. Six steps cut unplanned absence while keeping sick people home to recover. Start with measurement, finish with a fair policy.
Last updated June 2026.
You cannot reduce what you do not track. Record every unplanned absence and work out your rate. Use the absenteeism rate calculator and compare your team with the national average.
A structured conversation after each absence links to roughly a 30 percent drop in repeat short-notice absences.¹ Run one every time, with care, using the 7-step guide.
Plot absence by weekday and by person. A recurring Monday pattern points to a fixable cause: a childcare gap, a heavy Monday workload, or early disengagement.
Small adjustments prevent absences. A later start, a swapped shift, or a day from home often removes the reason for the day off entirely.
Pressure to show up sick raises presenteeism and spreads illness. A clear message that recovery beats heroics protects the whole team.
State how to notify an absence, when you ask for evidence, and what a return-to-work conversation involves. Apply it to everyone. A clear policy cuts disputes and treats people consistently.
Absence measures your rate, surfaces patterns, and keeps return-to-work conversations on track. Free for teams of 5.
General information only, current as at June 2026. Figures are point estimates that vary by sector and method. This page is not legal advice. For entitlement and dismissal questions, check the Fair Work Ombudsman or a qualified employment lawyer.
