Helping organisations keep on track with absence and performance management ensuring sound foundations and ongoing monitoring and evaluation to ensure you realise your return on investment.

Absence and Performance Management

And Employment Contract Advice

The foundation for getting this right lies in sound absence and performance management policies, which are clear, well known, fair, robust and applied consistently, plus evaluating your HR metrics and sense testing these with your managers to ensure they are accurate. If you do not have HR Systems capable of capturing this data, we can support the implementation of a comprehensive user friendly system.

We will review your existing policies, metrics and data to establish trends to ensure the current processes are fit for purpose, prepare new policies if necessary in conjunction with your needs and objectives. Importantly, we will talk to your employees and listen to their voice, ensuring transparency and eradicating any bias, thereby bringing them on board to support the introduction of the policies / new approach with integrity.

If you do not have sound role focused occupational health providers, we can support getting a professional organisation on board, or we can review past reports and provide feedback to your existing providers, to ensure that the job specific tasks drive any future assessments, so that the specific requirements of the role are taken into account.

We will produce management guidance documentation, flow charts and template letters for use to employees, GP’s and occupational health referrals, complying with the Access to Medical Reports Act, and establish whether there is a training need to ensure consistent application of the policies, and ensure that your managers engage with the processes.

For performance management and emploment contract advice, we can supply a template Policy, including a Performance Improvement Plan and stand alone process, separate to your disciplinary procedure, encompassing a Performance Development Review, where the focus is on encouragement, coaching and development, rather than punishment, to make the process engaging for employees.

We will prepare and support staff / union briefings to draw a line in the sand and create a strong foundation for the introduction of the new process(es).

We will monitor and evaluate the process(es) going forwards to ensure you realise your return on investment.

In all that we do, we will take on board and refer to your businesses core values, to help drive improved employee engagement and emphasising your overall strategic narrative.

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