Absence is a cost to the business and needs to be managed. The first step in reducing absence is to monitor it and to have a clear absence policy in place. 

Some organisations include trigger points in their absence policy, where a procedure or conversations are automatically started when absence reaches a certain level. Some organisations use measurements like the Bradford Factor to distinguish between short term frequent absence and long-term absence.  

With clear monitoring you can manage any problem areas and stay in control.  You will be able to address problems at an earlier stage and this can reduce frustration and the level of absence.

Have a clear policy on how you will manage any long-term or short-term absences. Be clear about how and when people need to report any absence and what is acceptable and not acceptable. Be clear about what payments will be made if someone is absent.

Clearly communicate your rules around absence.  This will also include absence that may be related to a bereavement (compassionate leave), or jury service leave or other non-sickness related absences. 

Managing absence may also necessitate the need to take medical advice (e.g. from Occupational Health) to help you make informed decisions.  

Ultimately, if an individual is not capable of performing their job role and fulfilling their contract of employment, due to sickness absence or an underlying medical condition, you can take appropriate action.