Attendance & Absenteeism Policy

General
Regular and punctual attendance is essential to the efficient workflow and productivity of [the Company]. This Policy sets out some information about how the Company will treat absence from, lateness in arrival at, or early leaving from, work.

This Policy applies to all employees of [the Company] irrespective of status, classification, length of service or work location, but is subject to any provision in your contract of employment, any applicable award or enterprise agreement, or any special arrangement that the company has approved (for example, any flexible work arrangement, or part-time work approval).

[The Company] will make reasonable endeavours to accommodate staff with particular requirements around hours and attendance, but you should never assume that these will automatically be granted. [The Company] will balance fairness to you against the need to be fair to other employees and to [the Company] and its operational needs. You are strongly encouraged to discuss any concerns or requests as early as possible.

Notification of absence, lateness or need to leave early

In the event of illness, carer’s responsibilities or family emergency, employees should notify their supervisor or manager as soon as practicable, indicating the extent of the anticipated absence. Ideally, you should personally phone your supervisor or manager. Your personal leave entitlement, as well as notification requirements, are set out in your contract of employment. Other types of leave should only be taken in accordance with the Leave Policy.

If you anticipate your absence will be prolonged, you should contact your supervisor and discuss the position. While the company will endeavour to accommodate prolonged absences, it may not be able to do so in all cases. In respect of approved prolonged absence employees should contact their supervisor on a regular basis.

Approval must be obtained in advance if you intend on leaving work early for any reason.

Traffic and Public Transport disruption

As a general principle, you are expected to organise travel to work so that you can arrive on time, despite traffic or other changes. Your responsibility includes being aware that traffic and other disruptions may add to travel time and to make adjustments to your time of departure for work to accommodate that.

However, [the Company] recognises that from time to time unusual conditions may prevail, causing delays. In those circumstances, the Company may allow employees discretion in arrival time, provided that (a) you notify [the Company] at the earliest opportunity that you are delayed and give a full explanation of the reason for the delay; (b) you report to [insert, supervisor, etc] upon your arrival, and (c) you make up the time in the manner discussed with [insert, supervisor, etc]. Note that regular requests under this sub-clause will not be accepted: this part of the Policy is for unusual conditions only and not for regular travel delays/

Where there are major scheduled disruptions to public transport (for example, industrial action closing public transport), you should normally make arrangements for alternative travel to work. Where this is not possible, you should speak to [insert, supervisor, etc] to see if alternative arrangements (such as working from another location, working from home or changed hours) can be made. While [the Company] will do its best to accommodate any reasonable request, you should understand that this is not always possible and cannot be guaranteed.

Inability to return on designated date
Where an employee on approved leave finds that they cannot return to work as scheduled, they must notify their supervisor or manager as soon as possible.

You may be asked to produce evidence for any reason given for extending leave, for example, evidence that illness is continuing, or evidence of cancelled flights preventing return to Australia on time. You should note that disciplinary action may be taken by [the Company] where an employee extends any form of leave without approval, or is found to be dishonest in the reason given for not returning from leave on time.

Disciplinary action
Repeated absence from work without valid reason will be cause for disciplinary action.
Similarly, lateness for work, or unauthorised leaving before finishing times will be viewed as serious breaches of your obligations to [the Company] and may be cause for disciplinary action.

In the case of you not contacting [the Company] about any absence, and we not being able to contact you after reasonable efforts, [the Company] may assume that you have abandoned your employment and treat your employment as at an end on those grounds. It is your responsibility to keep contact details up to date at all times.

Free Attendance & Absenteeism Policy Template

Download this free attendance & absenteeism policy and edit it to suit your requirements to ensure your business has a proper absenteeism policy in place and all employees are aligned.

By downloading this template, you agree to use it at your own risk and under your own legal advice. Nothing on this site should be considered legal advice.