Every business should record the attendance or absence of each employee. A simple paper record in the form of a table with employee names on one axis and dates on the other will suffice. It’s almost impossible to identify trends, or take effective disciplinary action if needed, without this information.

You should also have an attendance policy that provides a clear description of what an employee should do if they are to be absent, which is clear and unambiguous and consistently applied. 

A good attendance policy will explain: 

• What an employee should do if they are not able to get to work (for example, who to contact and by what time)
• The paperwork required for periods of sickness. Generally, no certification is required for three days absence or less, a self-certification form is required for absences from four to seven days and a medical certificate for more than seven days
• The payments an employee is entitled to while absent. This should include the total amount of time an employer will continue to pay an employee for a single incidence of illness within the financial or holiday year. In many companies, this increases with length of service as a reward to loyal employees
• The procedure for taking time for medical or dental appointments. You might decide to  encourage employees to make appointments outside working hours or on days off. Part-time employees are often expected to do this whenever possible. Special rules apply to pregnant women attending antenatal appointments
• How a period of absence will be managed by the employer. This can include a return to work interview after each period of absence and the regular contact an employee can expect if they were to experience a long period of absence.