Humanity in Absence Management

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Humanity in Absence Management - Employer Perspectives

There is no publicly available information to fully answer the importance of humanity in absence management from an employer perspective. We've used the available data to pull together key findings. Below we have outlined our research methodology to help you understand why the information you've requested is publicly unavailable, as well as a deep dive into our findings.

HElpful findings and related insights

Related statistics based on studies

  • According to Boston Consulting Group study of more than 250 companies, it was found out that businesses that provide paid family leave saw improvements in employee morale, talent attraction, employee retention, company value reinforcement, and brand enhancement.
  • According to the Guardian's study Absence Management Index and study 2017 report, Return-to-work programs are gaining traction and contribute to improved 2016 Index scores. Out of 10 companies surveyed 7 companies (up from 6 in 2014) are focusing on ways to actively return employees to work when they are out on disability. Companies that are most likely applying an RTW program (89%) are those that are highly advanced in their absence management practices.
  • According to The Standard, only 1 in 4 HR decision makers see their companies as leaders when it comes to absence and disability management" and Less than 50% of HR decision makers are very confident that their programs are well-managed with Employee Absence at 41% and 37% in Employee Disability.
  • According to The Standard's Absence and Disability Readiness Index, 60% of its 501 surveyed employers, earned a grade of C, D or F at managing employee absence and disability in the workplace.
  • According to research study, Most of the companies, have turned to third parties to help them better manage their leave practices. Over 40% of companies with 1,000 plus employees are outsourcing their FMLA management, as well as 27% of companies with 50 plus employees.

HElpful data for effective SELECTion of PLAN PROVIDER

  • According to The Standard, businesses must partner with a disability carrier that provides a holistic approach: A carrier should support Return to Work (RTW) and Stay at Work (SAW) and help employers navigate the complex details of the ADAAA. The right partner lighten the work of the HR team and ensure that they put their focus on more strategic initiatives.
  • Firms that use the same external vendor for their Short-Term Disability (STD) and Medical Leave Act (FMLA) administration have a more sophisticated RTW process, including a written RTW policy (91%), and use nurse case managers (59%).

UK region (additional helpful findings)

  • In UK, based on a survey of 423 UK-based HR professionals, it was found that 36% of the respondents are concerned about staff retention for 2019, while 29% feel that absence management will definitely be a key challenge.

Research Strategy:

First, we look for research studies, surveys and hard data statistics to identify the key selection criteria used by plan managers/employers when building absence management programs, to identify what matters most to HR directors or benefits coordinators when selecting plan providers and the role that humanity plays in the process of building an absence management program. However, what we found were 2 absence management and disability index reports and several research studies that provide hard data and related statistics which can't suffice our research criteria (source 1-3). Most of the data included in research studies were statistics of businesses that are addressing absence management, insights in creating effective absence management programs and other relevant statistics that we have highlighted in our key findings to provide additional insights.

We switched gears and tried consulting several trade sources and industry source like Society for Human Resource Management (SHRM), HR dive, Natural HR, HR zone, and many others. Here too, most of the available data were tips or best practices for absence management, Managing employee absence, related policies for absence that was not backed by hard data/statistics. But we were able to get some helpful data related to the topic based on research studies as additional helpful findings (source 4)

Lastly, after performing exhaustive search in research studies, surveys, trade sources and industry source without any success. We switched gears and tried broadening our research criteria by changing the geographic scope to other countries outside the US. We did this to provide a proxy data representation for the requested topic. However, after checking related research studies, surveys and related statistics from other countries. We were not successful in finding any report or information that can suffice our research criteria. The only related data we found was in a HR professional survey done in UK that says that absence management will be a key challenge in 2019.