Managing Absenteeism and Leave Abuse in the workplace Training

2 Day Training

Dates: 19 – 20 February | 18 – 19 March | 11 – 12 June | 13 – 14 August 2025
Locations: Grayston Ridge Office Park, Sandton
Platform: Available In-Class / Online

Price: Available on request

Course Introduction

Absenteeism and leave abuse are without a doubt two of the most challenging employment management issues that employers struggle with on a continuous basis. Employers become despondent about the impact on productivity and service levels, and increasingly frustrated with employees who are unreliable and cannot be trusted to deliver. Looking for a quick fix when reaching the point where frustration levels become intolerable, is not the answer.

Managing absenteeism and leave abuse becomes increasingly important as the Labour Laws Amendment Act has come into effect with extended parental, adoption and commissioning parental leave. The reality is that workforce planning and production as well as labour relations processes to deal with these instances become more critical than ever. Managing absenteeism requires an integrated strategy and leave abuse must be stamped out unconditionally. We will take you through a detailed journey that addresses how to ensure that the correct legal and business approach is taken in managing these situations.

Course Objectives

Understand Impact: Recognize the challenges and impact of absenteeism and leave abuse on productivity and service levels.
Identify Absenteeism Types: Learn to distinguish between authorized vs. unauthorized and voluntary vs. involuntary absenteeism, and understand their causes.
Analyze Costs: Assess the financial and operational consequences of excessive sick leave and absenteeism.
Develop Policies: Formulate effective company policies and procedures to manage absenteeism and leave abuse.
Navigate Legal Frameworks: Understand the Labour Relations Act and Basic Conditions of Employment Act, including requirements for various types of leave and medical certificates.
Manage Persistent Absence: Identify and handle persistent and excessive absenteeism due to illness, disability, or unauthorized leave.
Evaluate Leave Types: Differentiate between various types of leave and recognize patterns of leave abuse.
Ensure Medical Certificate Validity: Determine the validity of medical certificates and understand the rules for medical practitioners.
Conduct Return-to-Work Interviews: Implement effective strategies for return-to-work interviews and manage exhausted sick leave issues.
Strategic Management: Develop and execute a strategic approach to managing absenteeism and leave abuse, using case studies and practical exercises.

Who should attend?

Prospen Africa’s Managing Absenteeism and Leave Abuse in the workplace Training course is structured to benefit people who work in the labour relations sector including Business owners and managers, Human Resources Managers and Officers, Industrial relations officers, Labour Law practitioners, Shop Stewards and General Managers.

Training Methodology

Our diverse instructional approaches ensure effective learning:

– Lectures & Presentations: Engage with expert-driven, stimulating content.
– Course Material: Access well-crafted supporting resources.
– Group Work: Collaborate on discussions and case studies for practical insights.
– Workshops & Role-Play: Participate in immersive, scenario-based activities.
– Practical Application: Focus on applying theoretical knowledge in real situations.
– Post-Training Support: Receive extensive support after training for skill implementation.

Training Outline

Module 1: How to deal with absenteeism

Introduction to absenteeism
Understanding absenteeism
Definition of absenteeism – authorized vs unauthorized
Types of absenteeism – voluntary vs involuntary
Causes of absenteeism – from leadership problems to medical issues
Absenteeism costs and consequences of excessive sick leave
Predictors of absenteeism in the workplace
Company Policies, Procedures and Regulations
Absence from Work and absence from overtime worked
Absence after permission has been refused
Desertion
Incapacity & misconduct procedures

Module 2: Identifying absenteeism Issues

Absenteeism scenarios
Persistent and excessive absence due to illness and/or factors beyond the employee’s control
Prolonged ill-health, disease and disability (long-term absence)
Absence without leave (AWOL)
Desertion
Sick Absence Data/Reports

Module 3: Basic Conditions of Employment

Exposition of the Law – Labour Relations Act and Basic Conditions of Employment Act

Basic Conditions of Employment Act – Section 22 and 23 Sick Leave and Medical Certificates

Earnings Threshold
The Regulation of Working Time
Hours of Work and Overtime
Section 9: Ordinary hours of work
Section 10: Overtime
Section 14: Meal Intervals
Section 16 & section 18
Remuneration for Sunday and public holiday work
Section 20: Annual leave
Annual leave and termination of employment
The accumulation of annual leave
Section 25: Maternity leave
Section: 27 Family responsibility leave
Religious holidays
Study leaves for examination or study purposes

Module 4: General Considerations

Types of leave – BCEA and others

The annual cost of leave to the employer
Which of these forms of leave lend themselves to abuse?
Identifying leave abuse pattern
Evidence that the employee is required to present across the different forms of leave
A process flow to address abuse
Tracking all forms of leave
Identifying the entitlement to sick leave, annual leave and COIDA

Module 5: Determination related to medical certificates.