Benchmarking approaches to line manager absence management training

Training line managers in managing absence can help cut absence, the latest XpertHR Benchmarking research finds. But employers could be failing to make the most effective use of it.  The 2011 XpertHR Benchmarking survey of UK employers' provision of absence management training for line managers is based on responses from 228 organisations with a combined workforce of 910,740 employees. Subscribers to XpertHR Benchmarking can access the complete findings of this survey and create their own bespoke reports.

Provision of line manager absence training

Provision of training in absence management to line managers tends to vary:

• Half of employers surveyed by XpertHR provide absence management training for all managers with people management responsibilities. A further three in 10 provide it for some managers. 
• Around one employer in five does not provide line manager absence management training. When asked why, by far the most common reason is that HR takes full responsibility for managing absence. 
• The provision of line manager absence training increases with the size of the organisation, ranging from 4% of the smallest organisations surveyed to 96% of the largest. 
• Only a minority of employers have a specific annual budget allocation for line manager absence management training. Among this group, the median annual budget per head for line manager absence management training is £120. 

Approaches to line manager absence training

The survey reveals the following approaches employers take to line manager absence management training:

• By far the most common objective of line manager absence training is reducing absence. This is followed by ensuring effective return-to-work interviews and improving manager performance in managing absence. 
• The most common topics covered by line manager absence training are: the organisation's own absence policy; return-to-work interviews; and recording and monitoring absence. 
• Courses in absence management training for line managers are less likely to focus on: the HSE management standards for work-related stress; and the promotion of health. However, employers could be missing a trick here, as these topics are likely to be associated with a significant reduction in workforce absence levels. 
• Stress is also less likely to be covered, despite the increased incidence of stress-related absence and the consequent rising cost to employers. 
• Training in recording and monitoring absence tends to focus on: recording absence on the organisation's own system; and identifying trends and patterns in absence data. It is least likely to cover gathering and analysing data. 

Impact of line manager absence training

The XpertHR Benchmarking survey suggests that the overall impact of line manager absence training tends to be positive:

• Two-thirds of employers say that line manager absence training has had an impact on absence rates. 
• Line manager absence training tends to have a positive impact on absence levels: two-thirds say that it has led to some reduction in absence, while one in five has seen a significant reduction in absence. A further one in 10 reports an initial increase in absence (likely to be due to improved record-keeping) followed by a fall. 
• Other common benefits of line manager absence management training include: more proactive absence management from line managers; and improved monitoring and recording of absence. 

You can also access XpertHR's detailed written analysis of the annual leave survey findings. 

Michael Carty, benchmarking editor

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