The absenteeism case manager, your absenteeism policy troubleshooter

We talked to Lieve Gerits, absenteeism case manager at Mensura, who helps organisations eliminate obstacles to implementing efficient absenteeism policy.

Lieve Gerits: “That’s right. The data reveals, among other things that more than four in ten companies do not keep absenteeism data. And over seven in ten employers have no idea of the financial cost of absenteeism.

There are various reasons for this. One in three organisations do not follow up on absenteeism because they do not see the point. In other companies, it’s more a question of time, money or knowledge that is lacking to ensure an optimal approach for dealing with absenteeism, employability and reintegration.

Most organisations do have procedures in place for reporting illness, but those measures alone will not have an impact on absenteeism data. However, with the right support, you can reduce absenteeism and the related costs by up to 10%.”

Lieve Gerits: “In practice, I see that HR departments and employers are surprised when they realise we can provide insight into the impact of absenteeism. The fact that organisations committed to a sustainable and positive approach can reduce absenteeism by 10% or more is often an eye-opener.

The investment in an absenteeism policy and its implementation, is small change compared to the mounting costs, the pressure on productivity or the negative impact on employees’ work culture, well-being and satisfaction.

Organisations struggling to implement it can benefit from external expertise. This is why Mensura provides ‘absenteeism case managers’: absenteeism experts who step in to address specific needs related to absenteeism or reintegration.”

Lieve Gerits: “We always base our support on the client’s situation, but broadly speaking, we help in three main areas: implementing the absenteeism policy and the collective reintegration policy, mapping the key data related to absenteeism and conducting or assisting with absenteeism interviews.

Managers play a key role in absenteeism policy, including in absenteeism interviews. But not every manager has the time or feels comfortable doing so. As case managers, we can support them in this area.”

Lieve Gerits: “True, it’s quite a step for some organisations. However, case managers are very well positioned to carry out this task. They are experienced in these types of interviews, and know exactly what they can and cannot discuss. They refrain from discussing the medical problem itself and examine potential employability.

What’s more, it is sometimes easier for a more neutral external person to conduct this kind of interview. And we can be just as effective acting as an advisor or coach for managers, so they feel equipped to handle the interviews.

Certain departments in the company might conduct absenteeism interviews themselves, while others prefer to call on our support. In any case, we first hold talks with managers and HR to get a feel for the culture. The intention is for the employee involved in the interview not to feel like he or she is talking to someone from outside the organisation. From then on, we act as a pivot between the different roles.

Lieve Gerits: “To ensure efficient follow-up, we use TeamFlows, our absenteeism software. This allows clients to retrieve key data, consult individual files or check when certain interviews take place.”

Lieve Gerits: “Now is the perfect time. We are currently running a pilot phase, introducing organisations to the service at a special price. It also allows us to gather information to fine-tune our support to reflect employers’ expectations and needs with regard to absenteeism management.”