Skip to main content
In order to provide complete functionality, this web site needs your explicit consent to store browser cookies. If you don't allow cookies, you may not be able to use certain features of the web site including but not limited to: log in, buy products, see personalized content, switch between site cultures. It is recommended that you allow all cookies.
 
 
Want to stay on the right side of the law? We support businesses and public authorities and help them to promote good practice.
 
 

Managing absence

What you need to know

How we can help

Publications

 
Managing staff absence

You should ensure your absence management procedures are applied fairly and consistently to all employees regardless of:
 
  • sex or marital/civil partnership status
  • gender reassignment
  • religious or similar philosophical belief or political opinion
  • race
  • age
  • sexual orientation
  • or because of their disability


Treating someone less favourably on these grounds is discrimination.

 

Are any types of absence management more likely to result in discrimination?
Yes. There are certain areas where there is a risk of discrimination occurring.

These are:

Disability-related absenses

 

Employees affected by cancer

 

Pregnancy-related absence and maternity leave

 

Women affected by menopause

 

Absence relating to Gender Reassignment

 

How can I make sure I am not discriminating?

 
 
 

How we can help

We believe that helping you promote and encourage good equal opportunities practice is as important as enforcing the equality law. Every year, the Commission helps hundreds of businesses and organisations comply with equality laws.

We recognise that employers' needs differ across sectors and businesses – so we tailor our services to meet employers’ varying needs.

Training

 

In-house training

 

Speakers for your event

 

Employer news ezine

 
 

 
Print All