Softworks Blog

National Sickie Day - Managing Employee Absence

Posted by Jimmy English on Mon, Feb 6, 2017

sickie day-1.jpg

Today, the first Monday of February 2017, is National Sickie Day. Around 350,000 people across Ireland and the UK will call in sick to work today. While winter colds and flus still linger and some people may have legitimate reasons for being absent, others may not be as genuine. Here are some of the worst excuses people have used to justify their absence:

  1. I need to arrange a birthday party for my dog. We all love our canine friends, but seriously?
  2. I got arrested. Your weekend may have been a heavy one, but not that heavy.
  3. My dog ate my shoes. Was he annoyed that you missed his birthday?
  4. I have no way to get to work. Pull the other one

Unexplained or unplanned employee absence can have a detrimental effect on a business. Understaffed companies will tend to underperform and fail to meet daily goals, resulting in financial loss. Employees will be forced to increase their workload to compensate for their absent co-worker, leading to an increase in stress levels and a drop in production. Other negative effects of unplanned employee absence include overtime costs, dissatisfied customers and employee morale.

If your company is regularly experiencing unplanned absences and you believe a trend is developing, it may be worth your while to investigate Softworks Absence Management Solution. Softworks Absence management solution has been designed to track and manage employee absences, and to ensure that your company is not adversely affected by unplanned employee absences.

By providing accurate real-time attendance information, our solution can help to minimise the negative effects and expense of unplanned absences such as sick leave, as well as assisting to manage leave entitlements such as; maternity, parental, adoptive, carers and force majeure.

Perhaps most importantly, softworks absence management software can help you track and analyse absences and identify trends allowing you to rid your company of absence related costs.

For more information on reducing and managing employee absenteeism and on how Softworks Absence Management solution can help your business, click on the links below!

Learn more about managing absences.

Absence Management Whitepaper

Topics: Time & Attendance, Labour Scheduling, Absenteeism

Super Bowl Sickies – Are you missing any employees this morning?

Posted by Mairead Walsh on Mon, Feb 8, 2016

An estimated 117 million people watched The Denver Broncos defeat the Carolina Panthers last night. The final score of Super Bowl 50 was Denver Broncos 24 and Carolina Panthers 10. Interest in the Super Bowl is no longer confined to the United States. The Super Bowl has in fact become one of the fastest growing global businesses in the world. This year's event was broadcast or legally streamed in 230 countries worldwide.  According to sports research company Repucom back in 2011, 8.1% of people in the United Kingdom were interested in the NFL Super Bowl but this increased to 12.3% in 2015. That's an increase of 1.86 million fans.

With the Super Bowl comes Super Bowl parties which generally equate to Hot Dogs, Nachos, Chicken Wings and Beer and more Beer! Unfortunately for employers this leads to many people waking up the next morning with a whopping Super Bowl Hangover.  The event has long been linked with late nights and drinking and with late nights and drinking comes a high level of employee absence and lateness.   So as a business how do you combat this type of absence? Here are our top 6 tips on how to manage absence and lateness after a major sporting event.


Top 6 tips on how to manage absence & lateness after a major sporting event.

Tip 1 - Turn unplanned absences into planned ones

Encourage your employees to book the day off rather than calling in sick. Some organisations now even offer “Duvet Days” where an employee gets one day a year that they can stay at home. They can plan this in advance of their absence. The only criteria being that employees can't all be out on the same day - so you might need to think about how to manage this great employee perk! 

Tip 2 - Combat lateness with flexible start and finish times

If feasible, offer flexible working start and finish times. Flexible working gives employees greater ownership and control of their own time and working hours enabling them to manage their social lives better. The are many business and financial benefits associated with offering flexible working arrangements including; better retention rates, reduced costs and improved productivity. If you would like to research this further download our free whitepaper - How to Strategically Use Flexible Working Arrangements to Benefit your Business.

Tip 3 - Use a carrot rather than a stick

Research shows that improvements in employee attendance can be achieved by making absence management an integral part of their overall company policy - by creating an Attendance Culture. Many organisations have discovered the benefits of shifting from a punitive approach of ‘absence control’, in favour of enlightened ‘attendance management’ strategies. These strategies aim to provide a working environment which maximises and motivates attendance. 

Tip 4 - Don't ignore absenteeism and ensure you managers are taking responsibility for their teams

Whether you decide to use the carrot or the stick method to manage absenteeism, the most important thing is that you have some procedure in place and that your managers are taking responsibility for managing it. Closing your eyes and hoping it will go away, will never work!  Organisations with the lowest absence rates are those where senior managers take responsibility for managing absence. Return-to-work interviews are one of the most effective absence management tools, followed by disciplinary measures. 

Tip 5 - Monitor employee sickness absence records for frequency and patterns
One quarter of all organisations do not even bother to keep absence statistics and as many as three quarters do not have any idea of the cost of absence to their organisation. The fundamental building block of any effective absence control programme is the availability of complete, accurate and timely information. Good records are vital to grasp the extent of the problem. Tightened attendance reviews have been proven to reduce employee sickness absence.

Tip 6 - Consider a new automated Time & Attendance System
Modern Time & attendance systems can help organisations manage absenteeism by providing them with the evidence needed to manage any issues. By the very virtue of what they do, time & attendance systems will store all details of hours worked, of all employees, and therefore all details of when they were not there, when they were late, left early or worked overtime. The reporting facilities enable organisations to produce reports, which can analyse absenteeism, by rating, frequency, reason, percentage, cost and the Bradford Factor, and can also create this information in graphical format if required, thereby giving the company the tools to manage any problems. They can become part of enlightened ‘attendance management strategies’ rather than the punitive ‘Big Brother’ approach of yesteryear, giving employees responsibility over their jobs and attendance.

The management of non-genuine sickness absence is about managing people. It is about their relationship to their jobs, their ambitions, their capacity and motivation to give their best, and their need for more than monetary affirmation. This is a challenge for employers when addressing absenteeism after major sporting events.  The trick is to recognise that there could be a problem and plan accordingly.  Early recognition, effective assessment and rapid intervention are key to managing these short-term absences and can prevent these absences from becoming problematic. Business owners, HR departments and managers alike need to be open to altering their approach and revising their policies to take account. 

Topics: Absenteeism, Automated Absence Management

How Employee Time and Attendance Software Can Benefit Your Organisation

Posted by Eimear McCarthy on Mon, Dec 7, 2015


Tracking Time and Attendance is critical for all organisations, no matter what size or what methods are used to determine employee pay. Having an automated Time and Attendance tracking system in place will help organisations across all industries save money and improve operations. 

Many departments across a business are affected by the effectiveness of Time and Attendance software from payroll to HR. The main emphasis of Time and Attendance software is to help maintain an efficient, productive and cost effective workforce.

As organisations become more dynamic, optimisation of the workplace becomes more challenging. The widespread use of mobile devices means that many changeable work hours happen outside the office and even outside normal work hours. Increasingly more employees are working from home, from remote offices and while on the move. Even though this allows a business to be more effective and flexible, it can also make keeping track of employee work time quite problematic. Softworks Time Management Software allows an organisation to build a clear picture of employee time-keeping through comprehensive reports on attendance, absenteeism, overtime, flexi-time, rostering and holiday leave.

Time and Attendance software can change your organisation by providing the following benefits;

  1. Reduce errors

Time and Attendance software reduces the risk of human error and ensures an easy, impartial and orderly approach in addressing specific needs without any confusion.

  1. Increase security and productivity

Biometric data collection devices eliminate ‘buddy punching’, the practice of one worker clocking in and out for another. Productivity increases as the process is seamless and makes day-to-day operations more efficient and convenient.

  1. Cut costs

Implementing a Time and Attendance solution with biometric devices will immediately help reduce labour costs by putting an end to inaccurate time reporting, buddy punching, absenteeism, tardiness, time abuse, and overpayment. It can take a lot of time to manually collect, manage, calculate and processing time to process payroll, but with an automated Time and Attendance solution, companies are able to increase efficiency and in the long run, save money.  

  1. Reduce absenteeism

Employee absence has a huge impact on any organisation and the best way to control it is with a Time and Attendance solution. Attendance needs management and absenteeism needs to be controlled. The software will allow an organisation to track rates and report reasons for the absenteeism. Recording absences allows the relevant people such as line managers, colleagues, payroll and so on to be notified. The recorded absences can then be totalised and can used as a management aid. This can be done by highlighting employees with unusual absenteeism levels, comparing how absenteeism varies by department, how it varies over time and so on.

  1. Increase employee satisfaction

Scheduling and handling time-off requests are an important part of maintaining a satisfied workforce. When employee-satisfaction increases, issues such as turnover may dramatically decrease. With automated systems, it is possible to quickly review, approve, and address absence requests and manage planned absences to minimise their effect on your company.

Check out our free guide for some advice and tips to help you select a Time and Attendance system.

Request a Live Demo

You can keep up to date with Softworks by following us on Facebook,Twitter, LinkedIn and Pinterest.

Topics: Time & Attendance, Absenteeism

Did You Know You Might Be Paying Your Employees Twice?

Posted by Eimear McCarthy on Thu, Nov 19, 2015

The financial impact of employee absence is significant, yet managing it is increasingly complicated, time consuming and expensive. Many employers worry about a member of staff being absent from work due to illness and are concerned about how to properly manage employees’ absences. Employees may be eligible to apply for Illness Benefit, which is a short-term payment for insured people who are not able to work due to illness.

From January 6, 2014 no Illness Benefit payment will be made for the first 6 days of illness (increased from 3 days.) This means that the employee will not be entitled to receive Illness Benefit for the first 6 days of any period of incapacity for work. This is more than one full working-week.

Each time an employee is absent from work there is a cost involved due to lost productivity on the day, having to cover the missed shift and the impact of not being able to accurately track various absence and leave types. The more employees the organisation has, the higher the costs. The employer continues to pay the employee as usual. Therefore, the employee is in profit as they are receiving their salary plus their Illness Benefit. The disadvantage of this however is that the employer is at a loss as they have lost man hours through illness and they have not retrieved the social welfare benefit.   

So how can organisations overcome this?

  • Employer deducts the amount of social welfare benefit from the employee’s salary for the period of illness, which leaves the onus with the employee to make up the difference by claiming social welfare.
  • The employer continues to pay the employee their full salary but puts a progress in place where the manager will request the refund of social welfare sum from the employee.
  • Companies can look in to minimising the cost of sick leave by reducing sick leave levels in the workplace by putting more effective policies and procedures in place.
  • Implement certain procedures such as having to speak to a manager to report an absence, or back to work interviews, which may reduce unnecessary sick leave absences.
  • The use of a system such as Softworks Time & Attendance, Labour Scheduling and Absence Management Solutions can assist employers to achieve greater visibility and help incorporate workflow reminders to managers to follow up regarding the social welfare payments.

The best way to reduce the incidence of absenteeism in your organisation would be using an automated absence management system. There are several reasons why organisations should use automated absence management;

  1. Reduced Manual Processes
An automated system provides a clear documented channel for handling requests. It recognises patterns in absences, alerting the correct people at the right time when occasional absences become more frequent than usual.

  1. Greater Accuracy

With automated systems, the chances of error are reduced which prevents instances where employees continue to be paid despite using all their allocated leave.

  1. Reduced Labour Costs

If absence tracking is not monitored correctly or accurate, employees may take off more time than they have earned, costing the organisation money. With automation, comes greater transparency in how many leave requests are made and granted, and how that information is communicated to the payroll department.

  1. Improved Employee Satisfaction

When employees have clear communication, immediate receipt confirmations and clarity around processes, confusion in the workforce is largely reduced. Therefore, employees are more likely to feel that leave policies are fair, making them more loyal to the organisation.

Absence management systems enable employers to record and monitor incidences of staff absence and identify what action needs to be taken in each case. The overall purpose of these systems is to help line managers tackle absence more consistently and effectively, and therefore work to reduce it.

By reducing the level of unnecessary sickness absence, employers will be better placed to support those employees who are genuinely ill and who cannot and should not attend work, whether Illness Benefit applies or not.

Download our free white paper on how to reduce absenteeism in your organisation.

To find out more about Softworks products and what we do, visit and request a free demo today!

Topics: Time & Attendance, Absenteeism, Illness Benefit

Limiting Absenteeism in the Workplace Infographic

Posted by Nadine Walsh on Thu, Jul 2, 2015

Absenteeism is not something that is confined to a few sectors of the economy. It is one of the most persistent obstacles to productivity, profitability and competitiveness. It causes overtime, late deliveries, dissatisfied customers and a decline in employee morale amongst workers who are expected to cover for an absent employee. The indirect costs often exceed the direct cost of absenteeism. Scheduling based on time and a specific number of employees, in turn, becomes a guessing game. Check out our infographic for more information and for top tips on reducing workplace absenteeism. 



Topics: Absenteeism

How to ensure your absence policies deliver every time

Posted by Mairead Walsh on Thu, Jun 4, 2015

Absenteeism is not something that is confined to a few sectors of the economy. It is one of the most persistent obstacles to productivity, profitability and competitiveness. It can cause overtime, late deliveries, dissatisfied customers and a decline in employee morale amongst workers who are expected to cover for an absent employee. Ultimately, absenteeism is a huge financial drain on a company’s bottom line with the indirect costs often exceeding the direct costs. In this article I will reveal why absenteeism remains a persistent problem for organizations, despite the fact that many have clear and well thought out policies in place. I will show you how to promote a culture of attendance and explain why a strategy of proactive absence management is key to the successful eradication of absenteeism.

So why do absence policies fail?

Many of the organizations that we have worked with over the last 25 years have had first class policies on absence management. They have been well planned, thought out and communicated to employees. The failure of these policies has been down to the reliance of organizations on line managers to implement, track and take ownership of these policies. Understandably, managing absence becomes just another headache for a busy line manager. As absence management is usually not considered part of the manager’s core responsibilities or key performance indicators, there is very little incentive to devote time to this area. It also means that action is rarely taken before it is too late or, at all. Set out below are further reasons why absence policies fail;

  • Processes and policies are in place but not consistent – different managers enforce it in different ways.
  • As soon as organizations stop tracking how the policies are implemented absence rates rise.
  • Tracking manually is a nightmare so managers are reluctant and will prioritize “more important” tasks.
  • Senior management don’t appear serious – why should other managers bother?

How much is absenteeism costing your organization?

Absenteeism rates vary among Softworks customers with some customers experiencing a rate of less than 2% and others going into double figures. Figures also vary within organizations. Have a look at the table below for the savings that can be obtained by a 1% reduction in absenteeism based on the size of your company and your location. For the purpose of this exercise I have taken the following average annual salaries. North America $48,000, Europe €36,000 and UK£25,000.

Reducing Absenteeism by 1% - Cost Savings

Number of Employees

North America























The figures above are the direct savings based on what absenteeism costs from a salary basis. However, don’t forget the other costs set out in the table below.

Add Tangible Costs
  • Sick pay scheme
  • Replacement cover
  • Additional overtime
  • Lost productivity/level of service
  • Increased administration & forms processing
  • Legal costs of potential claims


Plus extremely damaging intangible costs
  • Fostering a culture of absenteeism acceptance
  • Management, HR and payroll time dealing
  • with absence
  • Company Image
  • Employee Morale
  • Company Reputation


Taking these costs and savings into consideration, there really is no excuse for not taking a closer look at absence management. There is a proven way to dramatically reduce the incidence of absenteeism in your organization. While it will take a bit of work, the results and savings to be made will more than compensate for the effort. Remember, the costs and savings above are calculated for one year only. Your organization will bank these savings, this year and every year going forward.


What can we do to help stem the tide of absenteeism?

Just as an employer analyzes labor turnover, an organization should look at sick leave trends. Is absence higher in one department or under a particular supervisor? Are workplace practices or policies affecting absences? Do children’s illnesses in turn lead to your staff taking time off? Many companies are still using the restriction of sick pay and disciplinary procedures to tackle non-genuine illness, but increasingly using the carrot rather than the stick is being recommended. Implicit in this approach is the address of the wider causes of absence.

Research shows that improvements in employee attendance can be achieved by making absence management an integral part of their overall company policy - by creating an “Attendance Culture”.  It seems that the shift has been away from a punitive approach of ‘absence control’, in favour of enlightened ‘attendance management’ strategies which aim to provide a working environment which maximizes and motivates attendance. Organizations with the lowest absence rates are those where managers take responsibility for managing absence. However many organizations are still struggling with this as managers are reluctant to face the problem head on or are too busy with more “important tasks” to follow up. Furthermore if the business does not truly measure the cost of absenteeism the benefits of managing it are not clear to managers. This is where you should consider an automated absence management system.  With an end to end automated solution to manage absence, line managers are provided with easy to use tools and in turn motivated to manage absence effectively.

An automated absence management system basically sits in the background and kicks in as soon as an absence is recorded. From that point on, every step is automated giving businesses, a systematic and automated way to track and manage absence. This offers organizations a consistent, systematic, fair and automated way of reducing absenteeism. The product does not replace an organization’s current HR Systems, rather it can be installed as a standalone system and/or integrate with systems that you already use.

How can an automated absence management system assist your organization?

  • Automates the entire ‘end to end’ absence management process, applies policies and assists managers implement it in a consistent, uni-formal and fair manner.
  •  Enforces organizational procedures while keeping senior management in the picture in terms of how effectively the process is being implemented i.e. number of employees at each stage, managers not following procedure, how the business/teams are doing versus targets, etc.
  • Automates the generation of warning letters, intuitive emails, documents, reminders and step by step online forms i.e. return to work, disciplinary, etc.
  • Completely configurable to each organization including workflow reminders.
  • Creates good habits right from the start and ensures managers consistently follow the process. If they forget, the system will send reminders or escalate it when necessary.
  • System delivers so managers don’t have to think.
  • As complicated or as straight forward as you want in terms of stages and steps in the process.*
  • Full audit trail so the manager and the organization is protected.
  • Relationship between managers and employees is not strained as the “system” rather than the manager is driving the process.
  • Patterns are uncovered so employees playing the process will be detected and parameters can be set to highlight people playing the process.

Why will an automated system deliver every time?

It works because it is an end to end automated process and includes 3 essential key elements. The process is

  1. Led from the top - Senior Managers can set targets for the business that can in turn filter down to area managers. With on-going reporting, senior management are aware, involved and supportive of the process.
  2. Implemented by line managers - Line managers will use the system due to its logical step by step process. As soon as a supervisor or manager enters the first absence the system kicks in and the automated process begins generating eForms, letters etc. Everything is within the system ensuring a clear audit trail that will protect the employee, the manager and the organization. 
  3. Monitored throughout - With on-going monitoring and management reporting, problems can be picked up at the earliest stages and sorted before they become both costly and disruptive to the organization.


It is clear that the rewards of attendance management are there to be reaped for those who are ready to take action.  By becoming proactive and automating your absence management, you can easily manage, track and understand issues before they go too far.  Both managers and employees follow a logical series of steps and procedures. These steps are dependent on each organization’s absence rules and policies and can be configured to suit. Absences can be entered by managers and/or employees using a simple step by step process that is hassle free for both the employee and the manager.  By automating you are creating a system that benefits the entire workforce by proactively delivering the right information, to the right person at the right time so that they can take action. It automates the entire process, provides real time analysis and streamlines and standardizes internal processes and policies so that an organization can enjoy substantial savings to their bottom line and in turn build a platform for future growth.


Topics: Absenteeism

Why Choose Softworks

Posted by Nadine Walsh on Mon, Apr 13, 2015


We recently conducted a survey to ensure we are facilitating our clients to the best our our ability and thought we should share the results with you. As always, we endeavour to lead the way with our workforce management solutions and work closely with every industry and companies of every size to ensure we are accomodating every worker's needs. 

The Results:

Just click on the image to get started ! 



If you have any questions or would like to arrange a demo with our team of experts just click on the link below.  Thank you to all of our clients who took part. Your feedback is much appreciated. 

Schedule a Live Demo

Topics: Time & Attendance, Workforce Solutions, Absenteeism, Flexible Working

How to create an effective Workforce Management strategy

Posted by Mairead Walsh on Tue, Jan 27, 2015

If your organisation is attempting to function without an effective workforce management strategy, they will struggle to achieve the level of productivity, cost effectiveness, flexibility and agility required to compete and adapt to today’s marketplace.

Your workforce management strategy needs to focus on all the activities that are required to
manage and sustain a productive, cost-effective and happy workforce. This means consistent policies and procedures around managing employee time and attendance, scheduling and absences.

Time and attendance Strategy

In today’s highly regulated global economy this is no easy task. Areas such as compliance now extend far beyond local, state, and national borders. The job of ensuring compliance and keeping up to date with legislation and regulations has become increasingly difficult and complex. As more and more organisations are discovering, failure to comply is very serious and can result in hefty fines and legal implications, along with a fall in employee
morale and bad publicity.

It is for these reasons you need to ensure that your organisation has an effective strategy in place for workforce management that includes the areas of; time and attendance tracking, staff scheduling, absence and leave management, regulatory and legislative compliance.

In order to develop an effective workforce management strategy you need to include the following six areas.

1. Standardisation of processes and policies.
2. Automation of time and attendance tracking.
3. Automation of employee scheduling function.
4. Review employee/manager self service options
5. Implementation of proactive absence management procedures.
6. Formalisation of flexible, remote and mobile working strategy.

Let's look at each in a bit more detail.

1. Standardisation of processes & policies

First and foremost you need to standardise your rules and policies. Consistency and transparency is key when it comes to managing employee time and attendance, scheduling and leave. Employees need to clearly understand the processes and policies behind procedures, and be confident that they are being applied fairly across the organisation. Furthermore external organisations need verifiable proof including auditable trails that employers are implementing policies in compliance with all applicable laws and regulations.

2. Automation of time & attendance tracking

I can’t imagine that there is any organisation out there that wants their managers spending their time managing time sheets to the detriment of managing their team. Particularly, in industries such as manufacturing, retail, healthcare and services. In these technology driven times, it makes no sense not to automate time and attendance tracking. By doing this, you free up departments such as HR, Finance and Operations for more strategic tasks and give your line managers the time they need to manage their team. Furthermore you improve data accuracy, reduce payroll errors and control labour costs. Automating time tracking has been proven time and time again to bring significant and tangible benefits to an organisation.

3. Automation of employee scheduling function

One person too many on a schedule is a costly mistake and in many cases can mean the difference between profit and loss. With automated scheduling you can pre-plan your schedules to optimise your cost revenue ratios. They enable supervisors and managers to accurately create schedules that align labour with forecasted demand, while adhering to company policies and regulatory compliance. Depending on the requirements of your business, you can choose from an out of the box, quick to install web based scheduling solution, to a bespoke real time scheduling & optimisation system.

4. Review employee/manager self service options

If you offer managers and employees self-service facilities you can increase productivity across your entire organisation. Employee self-service enables employees to enter their leave and scheduling requests and then route these requests to the appropriate person for approval. This both empowers employees and gives them greater control over their hours, holidays, shift swap requests etc. Giving employees more control over their working lives, is a proven method of attracting, retaining and motivating them. Furthermore automation reduces the pressure on line managers and improves employee relations as it is viewed as a fair and just system.

5. Implement proactive absence management procedures

Absenteeism is not something that is confined to a few sectors of the economy. It is one of the most persistent obstacles to productivity, profitability and competitiveness. It causes overtime, late deliveries, dissatisfied customers and a decline in employee morale amongst workers who are expected to cover for an absent employee. The indirect costs often exceed the direct cost of absenteeism. In order to manage absenteeism effectively, you need to take a proactive approach. By using an automated solution to manage absence you ensure that you have procedures that are led by senior management, implemented by line managers and monitored throughout the process so that action can be taken at the earliest opportunity. Automated proactive absence management systems provide a solution for the entire workforce by providing real time analysis, streamlining and standardising internal processes and policies and ensuring your organisation is compliant with all relevant regulations and legislation.

6. Formalisation of flexible, remote and mobile working strategy

Businesses today need a flexible and agile workforce, ready to scale up and down as appropriate to cater for the demands of the marketplace. By the same hand employees today are looking for a better work life balance. The so called 9 to 5 or eight hour working day originated out of necessity during the Industrial Revolution in Britain in the 1800s. So much has changed since then in terms of how, when and where we do business, it makes you wonder why so many organisations are holding onto a working day that was created over 200 years ago. To Generation Y-ers, a 9-5 shift can seem like a prison sentence! Flexible working brings many benefits to an organisation including better retention rates, reduced costs and improved productivity. 

An effective Workforce Management strategy will assist you to operate more agilely and make more informed decisions based on actual real time data. Organisations that utilise the latest advances in workforce management technology and implement the tools and processes that assist them to better align employee schedules, activities, and costs with business goals and objectives will be the most likely to experience considerable and measurable gains.

Topics: Time & Attendance, Labour Scheduling, Absenteeism, Business Processes

Tis the Season for Increased Absenteeism Rates

Posted by Mairead Walsh on Tue, Dec 16, 2014

With the season of Christmas parties, boozy lunches and festive drinks upon us, many organisations will experience increased “sickies” this month.  Did you know that the cost and disruption of short spells of absence and questionable "sickies" is often far greater than for occasional, longer periods of absence? This is why more and more organisations are using The Bradford Factor to discourage and tackle short spells of absence. 

 Christmas Party
The Bradford Factor is often used due to the fact that it, both proactively discourages unnecessary absence in the first place, and it uses set procedures to identify and tackle persistent absenteeism. The Bradford Factor measures the number of absence incidents and the duration of each incident to compute an absence score for each employee.

Evidence from industry suggests; that the higher the score, the more disruption the employee’s absence is causing an organisation. It is important to bear in mind if using the Bradford Factor that it is only one method of looking at absence and may not be appropriate for all organisations. The scores act best as a trigger to prompt line managers to investigate a case further. If you would like to read more about the Bradford Factor, you are very welcome to download Softworks Free Guide. 

Download Free Guide


Topics: Absenteeism, Bradford Factor

Webinar - Fall in love again with your Time & Attendance System

Posted by Nadine Walsh on Tue, Nov 25, 2014


Retail 01ii


Do you find managing areas such as; employee attendance, absenteeism, overtime, flexible working, scheduling, leave, pay rules & policies, compliance etc. a nightmare? Does any of the following sound familiar…?

 You are still calculating your more complex pay rules by hand.
 Your system makes it difficult for managers to approve time.
 Your employees still contact HR to find out the status of their leave requests.
 Your current system is not able to grow with you.
 Your system was chosen without understanding your department’s “actual” needs. 
 You are not getting the benefits you originally expected – doesn’t do what it said on the tin!
 You have multiple locations but no visibility across them.

There is an easier way to work!  Join Andrew Ferguson, Softworks CEO for a live 45 minute webinar on Wednesday 10th December at 3pm GMT/10am EST*.  In this session Andrew will demonstrate what you should expect as standard from your Time & Attendance System.

*Not sure what time this is in you city? Click here to check

Can't attend? Click Here to Register anyway and we will send you on the recording.

Topics: Time & Attendance, Workforce Solutions, Compliance, Labour Scheduling, Absenteeism, Absenteeism, Work-Life Balance, Flexible Working, Working From Home