H3. Health & Wellbeing Report
1 January, 2013
Submitted: 5 April, 2013
ARAG has always been proactive in collating information relating to sickness absence (and indeed all types of absence) and in recent years our processes and systems have been refined to make this as accurate and as informative as reasonable practicable to do so.
In each instance, the absence is recorded using our third party supplied database package; both in terms of duration and the initially reported reason. On the colleague’s return, a return to work interview is undertaken by the line manager to ensure we’ve captured all relevant information; this in turn is entered onto our database.
1. Bradford Factor Score = frequency x frequency x number of days lost
2. Sickness Absence Rates (at the departmental and company level) = Days lost in period / (Average FTE in period x Working Days) x 100
Our standard return to work meeting template (previously mentioned) deliberately includes a section entitled “What, if any, assistance can ARAG provide?” Active management is therefore at the forefront of our process; information is captured and acted upon extremely early hopefully to the benefit of all.
In addition, our process automatically generates a Bradford Factor Score calculated on the basis of a rolling 12 month period. Unlike many organisations, ARAG has made the conscious decision not to use this tool in a punitive manner but instead use it as indicator for additional intervention and support. When our Bradford Score ‘trigger’ is activated, the employee is automatically invited to a meeting with the HR function which explores in more detail any emerging patterns, reoccurring symptoms and support we as a business may be able to provide. The very nature of the meeting encourages people to give more consideration to past episodes and what underlying concerns there could be; something most people would otherwise not consider.
Needless to say, ARAG also has a process in place to actively manage instances of long term absence (typically defined as greater than 12 weeks in duration) including an assessment of reasonable adjustments to facilitate the colleague’s return to work in both the short- and long-term.
Whilst constantly being monitored by the HR function, in the interest of being proactive in our approach, absence statistics are reported to and discussed by our UK Senior Management Team on a monthly basis. These statistics are also reviewed biannually by our HR Committee and annually at our HR Strategy event. Reporting and analysis is at the team, departmental and company levels so as to spot any relevant trends.
In the interests of fulfilling our pledge, ARAG will incorporate sickness absence reporting into our Corporate and Social Responsibility (CSR) framework. This will give even greater credence to the importance of active absence management and will also generate a freely available annual report published on our website.